In HR magasine Personalechefen, PA discusses the importance of companies retaining and developing their most talented employees. PA refers to a survey from PA that shows that Danish companies lag behind other countries in terms of implementing a professional approach to the development of talented employees.
PA says: “Companies need to identify their unique competitive advantages in the market and consider if and how these advantages will develop: which organisational competences have helped developed the company, and which organisational competences will be crucial in order to realise the overall business strategy?”
According to PA, these reflections should be coupled together with processes for identification and development of the company’s talent pool. However, says Christian, the Danish PA survey shows that 35 per cent of the respondents have not yet initiated a coupling of their talent management plan with their own business plan, despite the fact that 75 per cent of the respondents regard this coupling as very important. Moreover, 80 per cent do not have an approach to talent management that differs significantly from their competitors.
PA comments: “Companies need to have the right framework to develop their talent pools. Communicating sporadically about the importance of employees and that career development is prioritised is not enough, it must be part of the company’s DNA. If talent management is only regarded as an HR initiative, it will die. Talent management is part of the core business and is a step on the road to increase growth and competitive advantages locally as well as globally.”
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