We field a lot of interesting questions from clients. One that comes up frequently these days is "What are the top deliverables that leading organizations expect from the talent management team?"
I posed this question to our team of consultants – experts who provide guidance and tools to healthcare clients of all sizes. They identified seven deliverables that organizations expect from their talent management teams:
1. Find and Develop Real Leaders
Organizations expect that the talent management team helps to further not only the organization's mission, vision, and values, but also their strategic initiatives. This includes targeting, hiring, and developing leaders. Some leaders may have experience and practical knowledge but lack real leadership skills. They might be able to do the mundane parts of the job, but if they aren’t able to inspire their people to action, then they aren’t leading.
2. Develop a Succession Plan
Organizations want management/leadership succession planning programs that are:
- Formal (key, standardized components with links to experiential learning for formal outcomes)
- Systemic (connected across levels into cohesive strategy to diagnose developmental readiness)
- Tailored to the individual (held accountable for IDPs every year) and experientially based
3. Clearly Communicated Goals
Plain language descriptions of how individuals and teams contribute to organizational goals and strategy.
4. A Better Approach to Performance Evaluation
- A scalable methodology for capturing performance information using the fewest competencies necessary and simpler rating scales.
- Experiential learning goals – pairing individuals with tasks that stretch their skills (vs. placing the highest skilled employee into that area every time).
- Introduce new concepts through in-person training where possible, transitioning to online training for follow-up learning.
- Identify the right people to position for training (focusing on leadership potential, not just technical skill).
7. Integration of Tools
Tools and resources that can drive performance management behavior, including integration of performance management system into main IT systems, communities of interest (forums, collaboration tools, portals), on-demand performance management coaching, and pulse surveys.
There are certainly other talent management deliverables to be considered, but these are the top expectations we have heard lately as we consult with our healthcare clients. Creating and validating employee assessments as well as providing consulting services to our clients allows us to stay up to date on trends to provide insight and best practices in the changing HR and healthcare climates.