9 Talent Management Questions to Test If You are On the Right Track

man on a tightrope approaching a question mark symbolizing Talent Management Questions

Talent Management Questions to Test If You are On the Right Track
If you truly want to attract, develop, engage and retain a high performing workforce, you have to break through talent management barriers – outmoded ways of thinking about talent in old-fashioned and ineffective ways.

The Goal of Talent Management
Talent management is no longer about providing isolated and unconnected recruiting, training, employee relations and retention programs.  We believe the goal of talent management is to create and sustain organizational excellence through people to consistently drive your business strategy forward.

9 Talent Management Questions to Test If You are On the Right Track
You will know you are on the right talent management track when you answer yes to all nine questions:

  1. Do you consistently hire employees that help achieve your short- and long-term strategies?
  2. Do you retain 75% or more of employees who are critical to your future success?
  3. Do employees have the necessary skills and knowledge to be successful in the short- and long-term?
  4. Does the quality of talent give your organization a competitive edge?
  5. Do employees have access to the resources required to do their job?
  6. Do people make the extra effort in their jobs?
  7. Do 75% or more of teams meet their performance goals?
  8. Do people understand the consequences of not meeting your stated goals?
  9. Does 75% or more of employees recommend your company as a great place to work?

While the above talent management questions touch upon the attraction, development, engagement and retention of top talent, we believe that learning and development can be used to bring all of the people components together.

Use Learning and Development as the Link
Done right, learning and development can be the link between recruiting, engaging, retaining and managing your workforce. These days, you can’t think of people functions in isolation.  Each must be working cohesively together to accomplish a predetermined people and business objective.

For example, people leaders need to think of learning as ongoing and as occurring in a wide variety of ways…from on-the-spot teachable moments to change initiatives that occur over long periods of time. Traditional one-time learning events add minimal value and, on average, only change the on-the-job behavior of 20% of attendees.  Not a great return on investment.

Truly effective learning must serve individual employee needs and be integrated into an overall strategy that will optimize behavior change and performance improvement.

Use Scenario-Based Learning to Create Relevance
The more you can involve front-line managers and employees themselves to identify the on-the-job situations that matter most to their short- and long-term success, the more you can design learning solutions to help them to succeed in their role.  Because each company has a different strategy and culture, each company also faces different challenges by function, level and geography.

For example, your sales team in Europe may need to negotiate pricing pressure better while your sales team in North America may need to improve their ability to identify what matters most to their executive-level buyer.  Similarly, your executive team may need to improve their ability to communicate and cascade strategies while your managers may need to improve their ability to set clear and meaningful performance goals.

Regardless of the situation, stay away from off-the-shelf learning and design to what matters most to your unique situation, target audience and business.

Use Training Measurement to Improve Adoption and Accountability
To manage and improve almost anything, you need to have a way to monitor progress…to know what is working and what is not so you can adjust accordingly.  For any training you design and deliver, ensure that you can answer three training measurement questions:

  1. Adoption: Are people using the new knowledge, skills and processes?
  2. Impact: Are we making an impact?
  3. Reinforcement: Are managers involved, supportive, and reinforcing?

The Bottom Line
The eight talent management questions can let you know if you are on the right track.  Using scenario-based learning combined with effective training measurement can boost the on-the-job performance of your people to help improve your ability to attract, develop, engage and retain top talent.

To learn more about how to invest in talent management, download Why Talent Is Only 1/3rd of the Talent Management Recipe for Success

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We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

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Workforce Planning Bureau

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We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

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LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

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In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.

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Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

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Director Human Resources

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

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