Why Invest in Talent Management

Invest in Talent Management

Do Your Leaders Invest in Talent Management?
Among all the investments you can make as a leader to grow your company, don’t, for heaven’s sake, neglect to invest in talent management…attracting, engaging, developing and retaining your top talent.

Businesses Should Invest More In People
Business leaders all seem to acknowledge that an organization’s success depends largely on the skills and level of engagement of their employees. And yet leaders do not consistently put their money where their proverbial mouth is and invest in talent management. When choices are to be made among business priorities, investing in recruiting and developing the right talent often seems to fall to the bottom of the list.

Talent Matters – Do Not Make the Same Mistake
Our organizational research found that talent accounts for 29% of the difference between high and low performing organizations.  Here is how to invest in talent management and put Talent Management  back where it belongs…as one of the three pillars of a successful business. The other two? A clear strategy and an aligned culture.

1.  Take Advantage of Employee Referrals
Don’t rely simply on your recruiters to find top talent. Your employees can be a valuable source of job candidates. Because they have lived it, your employees know the workplace culture and can assess potential cultural fit as well as anyone.

Experts say that companies should get near 50% of their new employees through inside referrals. These new hires prove to be the best quality hires…consistently.

2.  Hold Your Talent Teams Accountable for Performance
Make sure your recruiters and human resource function understand how important identifying and retaining quality talent is to the company business strategy. How? Make these measures part of their performance criteria and compensation.

They’ll get the message quickly and up their game.

3.  Don’t Ever Settle
Yes, we know how important it is to fill that critical job. But if you settle for less than top talent that fits, the job won’t get done as well as you need and you will likely have to re-fill it soon. Be patient.

Putting quality hires in key positions can make a huge difference in how well their teams perform and in reducing overall turnover.

4.  Train Your Interviewers
Anyone who will have an influence on the choice of candidates should be well schooled in behavioral interviewing techniques. Not only do you want savvy interviewers who can probe beneath the surface to predict a candidate’s true behavior on the job; but you also need to follow a structured process that is consistent, legal and fair.

5.  Be Forthright and Honest
There is nothing to be gained by presenting the job as something it is not. You are far better off describing the job and culture accurately. All too often, new employees leave because the job did not fit their expectations.

Don’t let marketing slogans affect the way you talk about the work ahead. The clearer you can be the better understanding the candidate will have of the job and the better the hire.

The Bottom Line
Your ability to attract, develop, engage and retain talent that fits your unique culture and strategy can truly be your competitive advantage…as long as you invest in it as the high priority it deserves.

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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What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

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.

Linda Mitchell
Training Manager

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

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

Ken Boehm
Vice President 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

LSA Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.

Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.

SPO Partners & Co
Kim Silva, CFO

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

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.

Anita Luckinbill
Director, Human Resources

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

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

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.

Margie Bunting
HR Manager

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

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