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Talent Management
The continuous ageing of the workforce poses many companies with the new challenge of finding talented manpower. It goes without saying that you want to invest in the talent that you do manage to attract into your company. As such, employee retention and productivity become increasingly important business parameters. Employees who display outstanding talent should be offered excellent career prospects. This also helps you to safeguard the continuity for critical company positions. But how do you go about this?
Long-term vision: define-detect-develop talent
At Acerta we know that an ad hoc approach does not suffice. Employees need a business environment where they feel appreciated and that encourages them to be productive and continue to grow. Such a supportive business environment requires a well-considered and transparent talent-management policy. Acerta can be your expert partner in this.
Undoubtedly, you have talented employees in your company today who have the growth potential to fill company-critical positions. Acerta consults both you and your employees in identifying their talents and designing a customised development plan. The development plan serves to meet both your company’s HR requirements and employee expectations.
Focus on talent
Career support is often limited to identifying and developing competences, i.e. the demonstrable skills and knowledge that contribute to the employee’s successful performance. Obviously, competences are hugely important in this context. But there is much more to it than just that.
At Acerta we focus on developing existing talent: we not only help you to focus on your employees’ knowledge and skills, but also to gain insight in their career ambitions. Our approach is not to concentrate merely on areas for improvement, but to highlight existing strengths and talents. It is very motivating for employees to be given additional support by identifying their personal talents, motives and ambitions, and to receive development opportunities. By doing this, your coaching and training efforts will yield a higher return on investment (ROI).
The new generation of employees has much more attention for personal identity and development, and for the role of their career in this. By paying considerable attention to personality and ambition during recruitment, you anticipate this generation’s concerns early on and engage in ‘employer branding’ for attracting young talent.
By identifying top talents at an early stage, offering them career opportunities and mapping out the competences they need to develop, you safeguard the continuity of critical positions within the organisation. Acerta offers practical support for putting your succession planning into practice. We provide pragmatic instruments and methods to prepare top talents for critical positions and develop a career path that is aligned to their competences, ambitions and personalities.
Transparency is key
Employees without a clear view of their career opportunities or development prospects will be easily demotivated and may leave the company. Acerta helps you to communicate clearly about talent management initiatives. We inform and coach HR staff members, top management and line management on supporting talent. Acerta puts people management into practice by nurturing employee talents while keeping in mind your business objectives.
