Attracting and keeping the best people in the company remain to be one of the many challenges facing employers today. HR professionals and ranking executives may readily acknowledge that human resources are a vital cog in the organisation. Skilled manpower sustains operations and drive business growth. Employees, in turn, have needs that employers should not overlook.

To retain all the good people and propel the organisation to greater heights, companies nowadays must have in place talent management strategies. Creating an engaging and people-oriented internal environment where key talents can thrive can considerably boost productivity.

Here are a few tips that can guide modern-day organisations to retain their best talents.

  1. Empower and challenge employees to realize their full potential.

Organisation heads and managers normally conduct training sessions that can hone their staff’s skills or uncover strengths. Designing learning and developing in-house training programs can also motivate and spur employees to render their best performance. When career goals of people are aligned with the organisational mission-vision and overall direction, the outcome will most likely be a satisfied workforce and loyalty toward the company.

Skills must also keep pace with changing industry requirements and customer demands. Hence, the skill gaps of personnel — or lack of proficiency in meeting certain job requirements — must be spotted and addressed. Skills analysis and training are crucial in driving company performance.

  1. Let HR take a proactive role.

These days, the role of HR practitioners is no longer limited to screening candidates for positions and handling administrative routine tasks. Forward-looking firms and entities fully realize the merits of having HR play a more dynamic, strategic part in their overall scheme.

The HR head can delegate tasks to staff, and concentrate on assessing the overall personnel strategy. Adopting a holistic approach in managing people, uncovering their strengths and skills, engaging employees, facilitating avenues for growth, and creating a mutually beneficial employer-employee relationship can contribute to the company bottom line.

  1. Show why your company is a great workplace.


Managing the talent pool begins the moment HR gets people on board and cascades goals and objectives to them. Beyond offering perks, employers need to instill in their employees pride in the company. This can be done by showing that the company cares about the welfare and well-being of its people, and can support their professional and creative endeavors. Enticing top talents can be done by showing that there are many opportunities to learn and grow as part of the organisation.

As employees learn the values upheld by the organisation, it can lead to deep respect for the company.

  1. Value people; share talent.

Most employees want challenging and meaningful work, or greater opportunities to utilize their skills. Employers — through HR practitioners — may continually assess employees’ performance and undertake steps that may set and improve career paths within the organisation. This is where talent management solutions may enter.

A systematic approach in rewarding and promoting top performers, sharing talent, and giving due recognition to employees is vital. By providing career progression, employers may greatly diminish the loss of top talent.

  1. Involve and provide learning stimuli.

Involving key staff in strategic aspects of the business is one way of showing that they are valued and are recognized for their efforts and abilities. An appraisal process that includes a personal development plan, promotion or advancement opportunities in other parts of the business, and regular feedback mechanisms — not to mention organisational learning opportunities — provide impetus for the best talents to stay.

  1. Put a talent manager with a keen eye and savvy people skills in place.

A good talent manager, with the support of key executives who value the human side of enterprises, can set the stage for organisational success. Developing people’s skills, identifying personnel who can be future leaders, investing in their training and development, and sharing talent around the organisation are things that intuitive talent managers must be equipped to do.

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