Studies show that employers of labor are raising their training budgets to meet their talent requirements. But cash alone is not enough to attain quality talent development outcomes. Factors such as engagement and improved succession planning all play a part. Specifically, an employer must attain these three talent development requirements we explore here to get expected results.
- Commitment
Meaningful talent development entails much more than securing the quality tools and learning materials. To succeed at talent development, you must possess substantial organizational commitment. In creating a culture of learning, take tangible actions that prove that your organization places great value in talent development. Some of these actions could include:
- Making training and development available to all employees
- Acknowledging employees who acquire new skills and enhance their performance
- Hiring internally
- Allowing employee input to the process and encouraging self-learning
- Patience
You have almost no choice than to be patient with training and learning because talent development is a strategy that takes time. It not only takes time to manifest results but also has to be ongoing. Display organizational commitment by asserting that training and development activities are sustained in spite of other activities that may require urgent attention.
- Process Management
The training process must be effectively managed. All parties involved, including training managers, supervisors and employees need to be carried along through all the processes – current state and next steps.
