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“One machine can do the work of fifty ordinary men. No machine can do the work of one extraordinary man.”

 

– Elbert Hubbard

 

So, an organization is only as good as its resources- especially its HR. With the new implementations in the talent management strategies, organizations are focused on matching the talent potential to their mission and vision.

 

What does it mean to “align talent with business strategy”?

 

While talent acquisition focuses on the needs of ‘now’, talent management focuses on being ready to cater to the future needs. So, the basic purpose of talent management is to bridge the gap between ‘what we have’ & ‘what we need’.

 

Talent management is a strategic approach that aims to create a need-ready workforce, and at the same time reflects the organization’s commitment to acquire, train, motivate, develop, and retain efficient employees.

 

Now, if we look at it closely, the final goal of talent management is to create a dynamic workforce that meets an organization’s goals and objectives. Thus, the need of linking an organization’s talent management strategy to its business strategies.

 

Aligning the talent management strategies with the business goals is imperative for all organizations to accommodate the dynamic business environment. And, it is not too farsighted to say that the organizations who successfully adopt the change will be the ones to emerge as leaders.

 

With the covid-19 breakout, it is now clearer than ever that business strategies and talent management is deeply interlinked and dependent on each other. More so the situation requires the transformation to be implemented even faster.

 

Also, the alignment of the team management and the business strategy helps an organization achieve its mission while maintaining its vision.

 

Here’s what you need to do!

 

In order to drive a successful delivery in the new work environment, organizations need to ensure that they transform their talent strategy to match the business objectives. Although, the approach is subjective and can differ from organization to organization, following are the most requisites that you need to fulfil:

 

       Re-defining the talent expectations. This will help the talent see that the work they do every day is aligned with business objectives.

       Analysing the existing workforce bench strength to align the current or future requirements.

       Inform individuals about the development opportunities in order to make the talent expectations more personal and actionable.

       Implement sound assessment to analyse strategic workforce planning and talent development needs.

 

Where to begin with the talent-business alignment?

 

    Going forward with a talent and business alignment strategy, the first step is a careful analysis of an organization’s goals and objectives.

 

    Through such analysis the management team is able to identify and understand its implications on the talent management strategy.

 

    Once the impact of the business objectives on the team’s talent is interpreted, the specific goals and initiatives can then be formulated.

 

Here are some strategies you can work with:

 

       Employee engagement and communication of the organization’s business strategy.

       Succession planning strategy development.

       Implementation of a leadership development program (LDP) for increased returns.

       Identification of skill gaps through regular inspection and assessments at all levels.

       Providing comprehensive training to compensate these skills gaps.

       Matching each employee’s performance goals to the organization’s business strategy and rewarding all those who meet the goals.

 

An organization that recognizes and values the importance of adopting an efficient talent management strategy, that aligns with its overall business strategy, surely add to its anticipated success in attracting and retaining the workforce required to achieve its strategic and operational goals and objectives.