Worauf achten Sie bei Talentmanagement-Profis?

When seeking talent management professionals, I prioritize those with a strategic mindset and exceptional communication skills. They must understand the organization's goals, market trends, and competitive landscape, translating this vision into actionable talent strategies. Their role is crucial in aligning talent with business objectives and communicating effectively across all organizational levels. The ability to identify growth opportunities and manage resources efficiently sets these professionals apart, making them invaluable to the team.

There are different roles in Talent Management. In our company, there are global roles in a Center of Excellence which is mainly designing processes, toolkits, innovations which are deployed for the entire group or division. People who are in these roles need to have a strategic mindset, have a good understanding about the business and extremely good communication skills to orchestrate and influence stakeholders on various levels. Analytical skills and the ability to work and interpret data is getting more and more important. As a Talent Manager who is responsible for e.g. certain Talent Programs, Talent Brokerage, business understanding, listening skills to understand the needs of the stakeholders and a genuine interest in people is key.

The Talent Management world has been evolving significantly in the last decade. It is critical that TM leaders are strategic in their approach as they scale alongside with their business leaders and global marketplace to remain relevant.

In my opinion, you cannot be a talent management professional if you do not have the skillset and personal ability to build a strong professional relationship with all kinds of stakeholders. Communication is the absolute foundation at at the heart of the most successful talent management professionals.

In today's AI era, I seek a combination of strategic thinking, and a deep understanding of industry trends. The most crucial thing is to persuade the stakeholders using data and an effective storytelling technique.

In my opinion, Talent Management professionals must possess the innate ability to spot and leverage hidden talent at the workplaces. Such talent spotting and development can foster innovation and promote a high-performance work culture. While seeing the big picture, Talent Managers must display skills for knowledge management which in today's scenario seem to be a challenge. Apart from being tech savvy, I would expect Talent Managers to future proof the organistion by building a knowledge repository and creating a culture of learning. Talent Managers can influence the decision makers to promote a Career lattice framework that helps employees to move and grow cross-functionally within the organization thereby facilitating internal mobility.

Talent management, also known as human capital management, is how employers recruit, build, and retain a productive, engaged workforce. Strategic talent management can help improve overall business performance, strengthen company culture, and ensure a business remains competitive. Talent management usually includes recruitment, onboarding, engagement, performance, training and development, and other parts of the employee lifecycle. According to McKinsey, organizations that prioritize talent management consistently outperform competitors. By putting talent first, companies can gain a competitive advantage and improve organizational performance.

Encourage cross-functional collaboration and partnerships with educational institutions, startups, and industry experts. This broader perspective can infuse fresh ideas and approaches into talent development strategies.

Technologically Savvy Talent Management Specialists are adept at leveraging HR technology tools and systems to streamline processes, enhance efficiency, and keep up with the latest trends in talent management.

Above all a passion to develop people. I look for those who are genuinely interested in helping people succeed. If they are able to see the impact and significance of their work, even better.

The ability to articulate, influence and impact stakeholders are foundational skills. Without the right articulation the opportunity to drive results by scaling talent programs will be lost.

Strong communication skills are essential. I look for individuals who can effectively convey ideas, collaborate with diverse stakeholders, and articulate complex concepts clearly. Exceptional listening skills are also vital for understanding the needs and perspectives of team members and candidates. Additionally, the ability to tailor communication styles to various audiences and situations demonstrates versatility and empathy. Ultimately, effective communication is the cornerstone of successful talent management, driving engagement, alignment, and mutual understanding within the organization.

When talking about communication skill, many people think it's about talking well, engaging, make no mistakes, have no accent, etc. However, it's much deeper than that. - Conveying the message without misleading others - Influence & persuasion - Inspiration & motivation - Use of sophisticated arguing and turn-taking strategies - Ability to adapt your tone of voice, vocabulary, rate of speech depending on the audience - BODY LANGUAGE - And of course effective listening

Conceptually, Talent Management is one of the "easiest" domains to understand. Most people can grasp the idea of identifying, developing, engagement and mobilizing talent, (thus why everyone seems to have an input or opinion). However, the ability to effectively communicate in a way that positively changes the receivers' behaviour to a desired expectation is incredible challenging and requires a truly deep understanding of human interaction. A basic example is the ability to concisely inform someone that they are not selected for a program, they will no longer receive special benefits, whilst still motivating them to contribute exceptional value to the organisation requires a degree of finesse and experience.

Instead of drowning stakeholders in statistics, use data to tell compelling narratives. Craft stories that highlight talent trends, successes, and challenges.

While communication skills are essential, it's crucial to recognize that effective communication is a two-way process. It's not just about delivering messages effectively, but also about understanding employees' perspectives through empathic listening. As Stephen Covey famously said, 'Seek first to understand, then to be understood.' In my opinion, the ability to comprehend others from their point of view is far more valuable than speaking eloquently.

Effective communication is not only about articulating your thoughts clearly but also ensuring that your message is accurately understood by others. To achieve this, use simple language, avoid jargon, and encourage feedback to ensure comprehension. Regularly asking open-ended questions can also facilitate better dialogue and understanding.

Communication skills are indispensable for anyone in any context and are one of the so-called “soft skills” that must be developed and shaped. Organizations that are open to different types of ideas are more likely to facilitate communication among all employees, which enhances creativity and innovation. Organizations where there are fewer opportunities for expression tend to be more rigid and hierarchical, as the exchange of ideas and communication is only allowed at certain levels.

Talent management professionals must articulate messages clearly and concisely. Active listening and empathy is essential for building trust and resolving conflicts. Overall, their communication should align with business goals and promote a positive, inclusive organizational culture.

Talent acquisition is a part of the talent management framework. Both talent acquisition and talent management are essential to the health of any organization, yet they are not the same. Talent acquisition focuses on bringing in the right talent to the company. Talent management, on the other hand, helps ensure employees thrive within the organization and contribute to the company’s overall growth. While talent acquisition aligns with the immediate needs of the business, talent management influences the long-term strategic planning of the organization.

Implement skills mapping to bridge talent gaps effectively. Identify key skills required for current and future roles within your organization.

Make data-driven decisions by cultivating the habit of using relevant metrics in your work. Start by identifying key performance indicators for your projects and track these regularly to assess progress and identify areas that need improvement. Remember the management adage, "what gets measured gets managed", highlighting the importance of regular monitoring and adjustment based on data.

Analytics is important, but it's just a tool. We need to verify the purpose of using that tool first. If we drive a car without a purpose, it doesn't make sense. We should have a roadmap, knowing where we want to go, and then we can choose which kind of transportation will help us get there. I think the ultimate goal for analytics is to find areas for improvement. We can use the PIPE framework to support us in analyzing the data. PIPE stands for Procedure, Information, People, and Equipment - these are core elements in any working process of a company. We can categorize our collected data following these four elements to track where the problem is and figure out approriate solutions to fix it.

Talent management covers workforce planning, attracting, selecting, developing, retaining, and transitioning talent. What does talent management include? A strong strategy involves a range of employer responsibilities: Planning ahead. Determine the necessary human capital, key roles, and employee development plans for a strong business strategy. Attracting top talent. Connect with potential job candidates through recruitment campaigns, job posts, and referrals. You can also leverage premium recruiting tools within G-P Meridian Prime™ to find top global talent. Search the best talent pools, anywhere in the world, to find the perfect fit for the role based on your unique needs, including industry and occupation.

Talent management professionals need a variety of analytical skills to be effective in their roles. Here are some key analytical skills that are often sought after: 1. Data Analysis: The ability to collect, organize, and interpret data is crucial. 2. Critical Thinking: This involves looking at situations, events, or data in a logical and structured way. 3. Problem-Solving: Talent management professionals often need to identify issues or challenges and determine the best course of action. This requires a methodical approach to assessing situations and developing solutions. 4. Reporting: The ability to present data in a clear and understandable way is important.

When scouting for talent management professionals, prioritize strong analytical skills. These individuals must adeptly collect and interpret data to drive strategic decisions. As an Agile Coach, I value professionals who utilize analytics to identify trends and refine initiatives, ensuring they align with business objectives and enhance team performance. Seek those who can not only manage data using advanced tools but also translate these insights into actionable strategies that propel organizational growth and foster a culture of continuous improvement.

In talent management, analytical skills are vital. Professionals must proficiently gather, analyze, and interpret data using tools like surveys and analytics platforms. These skills enable them to understand the impact of their initiatives, discern trends, and make evidence-based decisions, ensuring effective talent strategies. This analytical approach is integral in agile, data-driven environments, contributing to informed decision-making and strategic talent development.

There are many analytical methods and tools. A good understanding helps to apply them correctly. With the rising importance of AI, I expect that finding the right AI tool and applying it correctly for analytical tasks becomes very important. So in future, you not only need a basic understanding of the underlying methods but also a good understanding of AI tools.

In the evolving landscape of talent management, analytical skills are indispensable. Agile thinking elevates this need, enabling professionals to swiftly adapt strategies based on real-time data insights. My own path, from Agile coaching to facilitating dynamic growth in the financial sector, affirms the transformative power of data-driven decision-making. Analytical prowess allows for a nuanced understanding of talent dynamics, ensuring initiatives are both impactful and aligned with broader business goals. This approach not only enhances individual and team performance but also underpins a culture of continuous improvement and strategic agility.

Analytical skills empower talent management professionals to interpret data trends, forecast talent needs, and optimize recruitment strategies. By leveraging insights to assess performance metrics, identify top talent, and mitigate risks, they enhance decision-making and drive organizational growth. This analytical prowess enables targeted interventions, fosters a culture of continuous improvement, and ensures alignment between talent initiatives and business objectives.

Learning agility is an important trait that we should look for in talent management professionals. It relates to the ability of quick learning and adapting new situations, environment, technologies and challenges. Professionals with high learning agility are proactive. There are few aspects of Learning agility that are important in talent management professionals:- 1. Curiosity 2. Adaptability 3. Critical thinking 4. Self Awareness 5. Flexibility

Foster a growth mindset by staying open to new ideas and experiences. Dedicate time each week to learning new skills and staying abreast with the latest industry trends. This could be an 'learning hour' set aside each week for online courses, reading, or other forms of professional development.

Learning agility is essential for talent management professionals. It involves quick learning and adaptability in the face of change, complexity, and uncertainty. This skill enables professionals to learn from experiences, feedback, and mistakes, and apply this learning in various contexts. It keeps them updated, fosters innovation and experimentation, and enhances their problem-solving capabilities, aligning with agile and people-first practices in talent management.

This quality ensures they can stay ahead of industry trends, integrate new practices, and respond effectively to changes in the business environment. Talent management professionals with high learning agility can quickly assimilate new information, apply insights to real-world scenarios, and pivot strategies as needed. This adaptability not only supports their personal growth but also drives innovation and resilience within the organization.

1. Adaptability: The ability to learn, unlearn, and relearn is crucial. This means being able to adapt to new situations, learn new skills when needed, and discard outdated practices. 2. Openness to Experience: Individuals with high learning agility are open to new experiences. They are curious and willing to take risks in the pursuit of learning. 3. Speed of Learning: The ability to quickly absorb new information and apply it effectively is a key aspect of learning agility. 4. Application of Knowledge: It's not just about acquiring knowledge, but also about applying that knowledge in different contexts and situations.

Selecting the right team. High performing employees are up to eight times more productive. Find the best applicants by assessing relevant skills. Behavioral interviews and skill assessments can be highly effective when hiring for more technical roles. Developing a comprehensive onboarding and offboarding process. Once an employee is hired, an effective onboarding process is key to improving employee retention and employee performance. Give your team a seamless experience with best-in-class human capital management (HCM) solutions that enable swift and compliant hiring and onboarding in 180+ countries. Retaining high-performing employees. Hiring new talent is more expensive than retaining existing talent.

Lifetime learning is key! The talent should posses a systematic on how to learn effectively and efficiently. Add curiosity and openness to learn outside one's own field and you have a great learner.

In talent management, learning agility is paramount, a trait deeply resonant with Agile principles and a commitment to people-first strategies. This agility—being adept in navigating shifts and swiftly integrating new insights—mirrors my own experiences, from enhancing careers through Agile coaching to fostering leadership via podcasting. It's about embracing continuous learning and leveraging every encounter as a growth opportunity, ensuring strategies remain not just relevant but ahead of the curve. This ability to anticipate, adapt, and apply learning innovatively underpins the essence of dynamic talent management, catalyzing organizational and individual advancement alike.

Learning agility is a prized quality. I seek individuals who demonstrate a thirst for knowledge, adaptability, and a proactive approach to personal and professional growth. They should be quick to grasp new concepts, open to feedback, and resilient in the face of challenges. A willingness to continuously develop skills and evolve with changing industry trends is crucial for staying ahead in the dynamic field of talent management. By fostering a culture of learning agility, we ensure our team remains innovative, resourceful, and prepared to navigate future opportunities and obstacles.

Seek talent management professionals with strong learning agility, crucial for adapting in today's dynamic environments. Agile team leaders value those who quickly absorb and apply new information to overcome challenges and innovate solutions. Look for individuals who not only draw lessons from various experiences but also apply this knowledge to different contexts effectively. This ability ensures they stay relevant and proactive, continually driving growth and improvement within your organization. Prioritize learning agility to keep your team adaptive and forward-thinking.

A well-rounded set of skills, including strategic alignment, effective communication, analytical capability, change management expertise, leadership qualities, adaptability, interpersonal skills, cultural competence, technology proficiency, and unwavering ethical conduct. These qualities collectively contribute to creating a positive, inclusive, and high-performing organizational culture.

Look for talent management professionals with robust collaboration skills. These individuals excel in leveraging diverse team strengths to achieve common goals. In my role as an Agile Coach, I’ve seen firsthand how essential it is for professionals to share ideas and resources effectively across various groups. This ability to manage relationships and navigate conflicts ensures that projects are completed efficiently and align well with organizational objectives. Strong collaborators drive synergy and innovation, making them invaluable in any dynamic team environment.

In organizations of varying sizes, Talent Management (TM) roles require different skillsets. However, strong collaboration skills are crucial across all TM positions. Typically structured as a Center of Excellence (CoE), TM must engage with business leaders at all levels and work closely with other HR CoEs and Business Partnering teams. This ensures strategic alignment, customer focus, and seamless integration of talent initiatives within the broader HR strategy, leveraging the HR operating model. Building robust relationships through regular communication and reliably acting on promises is essential for fostering trust and effective collaboration.

Talent management professionals should be able to build and maintain relationships and teamwork both inside and outside the organization to promote achievement of business goals, and enable effective management of organizational changes and improvements. They need to encourage sharing of information, skills and technical capability across teams for mutual learning and development.

A key trait for talent management professionals is innovative thinking. They should be able to think creatively and propose fresh solutions to attract, retain, and develop talent. This involves staying abreast of the latest HR technologies and trends, and being open to experimenting with new approaches in talent acquisition, learning and development, and employee engagement. Their innovative mindset helps in adapting to changing workforce dynamics and maintaining a competitive edge in talent management strategies. #InnovativeHR #TalentStrategy

30 years ago and more you were able to dominate a whole field. Nowadays you might be an expert in a niche and need to collaborate with other niche experts. Collaboration skills are much more important nowadays. The overall theme then is how you understand empathy, culture and humans. The better you understand this the easier it becomes to collaborate.

Build robust relationships with your colleagues by understanding their strengths, challenges, and perspectives. When tackling a project, leverage the collective strengths of your team to achieve better results. Teamwork often leads to innovative solutions and better results than working in silos.

In the dynamic field of talent management, collaboration skills are paramount, echoing the core principles of Agile and a people-first approach. My journey, from facilitating growth through Agile coaching to fostering connections via my podcast, highlights the transformative impact of collaborative efforts. Effective collaboration, underpinned by the ability to unite diverse strengths and perspectives, is crucial for creating aligned, efficient talent strategies. It's about harnessing collective expertise to navigate challenges and optimize outcomes, ensuring every stakeholder contributes to and benefits from the organization's success.

I am a firm believer in the power of cooperation, team building, and collective intelligence. Many times, in our lives we have been taught to compete rather than to cooperate and this has generated an individualism that in the end does not contribute to a cooperative mentality. In my opinion, collaboration will always be the best growth strategy since it has a positive sense of affiliation and belonging. If one can help someone with something, ¿why not do it? This applies in many aspects of life but taken to the organizational world I believe that it has a giant power to increase the engagement of employees and make their adaptation to the organization much faster and more meaningful.

Transitioning teams. Ensure a smooth onboarding and offboarding experience for your teams. G-P’s Global Growth Platform™ helps handle offboarding with sensitivity, care, and in compliance with local labor laws. Attracting and retaining talent involves careful management of every step of the employee lifecycle. From recruiting to employee development, HR professionals can improve retention with an effective talent management strategy in place.

Somebody with deep market knowledge for me would be so valuable If you are immersed in one/two areas you will really understand what is going on & any new trends This will also give you much a better understanding of what the teams you hire for actually do... the pain points & frustrations they are likely to face and what get's them out of bed in the morning! It will also allow you to understand the personalities & traits of people in these spaces which will allow you to communicate more effectively.

Resilience! The talent space is not easy in any industry and one in which we need to continually manage different personalities, expectations, meet various KIPS, and sometimes meet different expectations from different stakeholders. Those who are resilient have the capacity to pivot when business calls and adapt to changing circumstances without losing focus on long-term goals. Resilience allows talent management professionals to manage difficult days, go home to reset, and get up the next morning and repeat.

Genuine interest in leading and supporting talent is crucial for fostering employee development, engagement, and retention, which are all central goals of effective talent management strategies. Talent management professionals who prioritize the well-being and growth of employees can contribute significantly to organizational success.

Most successful professionals I've seen in the Talent space are proficient in a few specific competencies: change management, project and/or program management, and the ability to pull insights from data to tell a compelling story. When I've built talent teams in the past, I prioritize these competencies (along with things like learning agility and accountability) over specific functional experience. In fact, some of the best talent leaders I've had the privilege to work with had strong backgrounds in other HR functions like Talent Acquisition, HR Business Partners, and Internal Mobility Program owners.

Adaptability and constantly learning In what is a very volatile landscape right now... you need to be able to adapt and add more value than just hiring people. You also need to constantly learning and improving in this space.... can you be leveraging any new tech... can you understand the basics of analytics to analyse your performance, channels etc

Should be an architects of potential, building teams that thrive on innovation and collaboration. They are intuitive psychologists, culture cultivators, and strategy maestros.

Talents in my opinion should be curious, open-minded, disciplined, showing empathy, and having grid. Those are prerequisites for moving successfully.

Promote succession planning. Identify necessary roles and source top talent with strong skills to fill them. Simplify onboarding. With a reliable Employer of Record (EOR) in place, you can bring new hires onto your team starting in just minutes. Foster strong employee engagement. Talent management helps allow high-performing employees to collaborate and remain engaged. Research shows that if an organization has an engaged workforce, they are more productive and loyal.

It would be ideal if they have domain knowledge of the industry that they are operating and a broad understanding of the direction in which the company and industry are moving... Also an added advantage would be if they have lead any improvement/ transformation project using six sigma or lean tools for understanding on use of data..