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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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.

Sarah Parks
Senior Project Manager

Hyperion

The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

Stacie Rodgers
VP of Human Resources

Cutera

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

Jeff Coon
Director of Human Resources

Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

Glenn McGillivray
Human Resources Business Partner

Intuit

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP Human Resources

SeaTel has found our partnership with LSA Global to be very valuable and beneficial. We turned to LSA to customize a supervisory/leadership solution to meet our needs. LSA delivered a customized top quality solution. I’d recommend LSA Global to any company looking for a best-in-class training and consulting partner.

Kortney Riddle
HR Manager

Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.

Suzanne Kinner
VP Human Resources

Blackhawk Network

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

Ken Boehm
VP of Human Resources

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

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.

Janice Passarello
Director of Human Resources

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