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Talent Management Challenges in the Digital Era

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In this era where technological advances have been continuous and Human Capital is found at the core of business models that give greater relevance to digital culture, HR departments play a key role in properly accomplishing objectives in companies. That is why HR has the need to constantly reinvent itself in relation to changes happening outside that have to do with technological changes and challenges.

Digital business transformation confers greater prominence to Human Talent, demanding HR Managers to manage it optimally so that the entire company runs smoothly. However, there are some challenges in terms of talent management that are worth keeping in mind when deploying strategies from HR.

First of all, it is essential to define the type of talent being sought, to identify where the company stands, if changes have begun to crop up inside, if it is flexible and if it has the capacity to adapt to the relentless changes outside for its survival.

The collaborator profile that best fits the company’s current goals must be specified and, if necessary, what type of profile will be suitable for the near future. This is how the new business model in the digital age will be able to know what kind of talent the company seeks at a given moment in time and to manage it properly.

To achieve the above, talent must be found and recruited. Once the characteristics searched for have been determined, then it is time to use e-recruiting and analyse inside the databases to find the best fits for what the company wants to achieve. Once again, the HR function plays a key role in this Talent Management stage. It is essential to compare and choose based on previously collected data. Picking new talent is a direct strategic action for the company, that’s why choosing well is so vitally important. Moreover, digitalization is very useful for being able to manage databases collectively from different places at different times or even to receive information and analytics from a mobile phone.

Finally, after going through the crucial stage of definition, identification and recruitment, what is thought of as one of the most complicated processes begins, talent retention. This is the stage where technology makes tools available to large companies so they can achieve this objective. Recognition goals, compensation and personalized value proposals help motivate employees to remain in the company and contribute towards fulfilling its objectives. For this, dialogue and good communication are key. Transparent and straightforward access to superiors, together with proper monitoring of progress in real time can assist with involving both managers and employees to obtain the best results.

Talent management together with the application of technology tools available in the market, as well as the company’s relentless flexibility and capacity for redefinition take you halfway there between the challenges and opportunities for successfully taking on all those processes that steer the organization towards achieving its objectives and goals.

by Maribel Cano, Meta4 Latin America Marketing Manager

Editorial HR

Meta4, with 1,300 customers in 100 countries, manages more than 18 million people worldwide. The company’s R&D&I center located in Spain (Madrid) develops HR applications capable of meeting local and global needs of all types of organizations. The editorial team is made up of professionals with over 15 years of experience in the HR technology field.

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