Career Tips

Talent Management: Identifying, Developing & Keeping Talented People in Your Organization

Is your company dedicated to keeping high performers and letting go of underachievers?

Does your company properly develop its employees? Do you seek for and employ highly talented individuals?

Answers to these questions can influence how a company manages human resources at her disposal. We frequently hear about the value of hiring exceptional individuals and how they add value to a variety of businesses. Even while most businesses are aware of the need to find and keep these skilled employees, they frequently have trouble doing so.

What is Talent Management?

Talent management refers to the processes an organization uses to identify, develop, and retain the most talented employees. This can include activities such as succession planning, performance management, training and development, and compensation and benefits. The goal is to build a highly skilled and engaged workforce that drives business success.

Talent management is a strategy that brings together different human resource initiatives covering recruitment, retention, training, leadership skills development, and succession planning. When done correctly, choosing the appropriate individuals for the right tasks and developing your workforce will result in your employees giving their best work.

How to Identify, Develop & Keep Talented People in Your Organization

Begin with a talent-focused mindset.

The core problem with talent management is corporate structure. It takes more than just integrating different HR systems for your business to execute at its highest level and reach its potential. Talented, educated, highly driven individuals are what your company needs to succeed.

HR can establish a talent management system, but for it to be successful, managers and executives from all areas of the organization must support and contribute to its development.

It’s crucial to recruit and keep top-notch employees during periods when exceptional individuals are hard to come by. You need to have faith that managers across your business are committed to keeping the great people they already have in the face of competitors who are actively attempting to recruit your best employees away from you and experienced workers retiring. Managers who don’t do this should be held accountable for wasting valuable corporate resources.

Build the Talent You Have

To help your organization’s talent grow, take into account the following:

Performance Management

People must take responsibility for their actions since it is simply unacceptable to tolerate subpar performance.

Create a successful performance management system and keep track of its usage. Maintain constant communication of performance results and insist on regular feedback sessions. People have the chance to advance and change when they are aware of their advantages and disadvantages.

Be sure to commend and honour your team members for their efforts and abilities. People typically put in extra effort when they feel good about how they performed and are aware that their efforts are valued.

Employee Development

You’ll be able to recognise your top performers with regular monitoring and feedback of talents you have in your company.

Staff development can drive high performers to maintain their motivation and enthusiasm at work. This is the most probable way future leaders can be found.

Finding individuals with a lot of potential will enable you to concentrate on their growth and retain all of the knowledge they possess. Glass ceiling problems frequently disappear when managers adopt a talent attitude.

Keep in mind that most people desire to do what they do best. When managers become aware of the talents of specific team members, they need to create strategies to enable those team members to frequently put those talents to use. This increases these people’s drive and contentment while also enhancing their personal strengths and confidence.

Reassignment or Termination of Employment

Although it might be challenging for managers, this is a crucial aspect of the job.

If a team member consistently exhibits bad performance, and you’ve tried everything reasonable to address this you might be forced to let them go.

This can entail either finding that person a different, better function inside the company, or parting ways with them. When your managers are faced with these tough choices, be there for them and emphasize the importance of developing and keeping a competent workforce.


The most efficient way to cultivate exceptional employees inside your company is through mentoring. Because the individuals receiving mentoring can see that their skills are valued and that the company is dedicated to fostering their development, it is also a highly successful retention tool.

System Integration with HR

The HR division may successfully integrate its systems and strategies to produce a comprehensive talent management package when leaders manage their teams with talent in mind. Talent management must be adopted by all areas of the firm; it cannot be executed piecemeal. When this takes place, everything comes together to draw in and keep the top talent.


A talent mentality greatly enhances recruiting efforts. The company’s talent management procedures unavoidably contribute to the development of the company’s reputation as a great employer—one that treats employees well, recognises and develops potential, and offers possibilities for progress. Talent-focused managers are constantly on the lookout for new team members and are significantly more involved in the recruiting and recruitment processes.

Reward and Recognition

Managers typically try to use reward and recognition more effectively if they are aware of how their own behaviour affects the retention of talented workers. The “talent mindset” message may be even more persuasive if their success is correlated with how well they lead the talent on their team. Establish a talent standard for your company, and hold all leaders responsible for it.

Competency Management

Establish systems for developing, monitoring, and managing the growth of skills, abilities, knowledge, and behaviours within the workforce in order to identify the talent that your firm needs.

Ask your managers to identify persons who can fill in those skill gaps right away or talented people who can be nurtured to do so in the future when you find them.

This also enables you to “benchmark” and “define” talent so that you are aware of the characteristics of elite talent. You can decide more effectively what skills and abilities you will require in the long run by monitoring and assessing the skills and competencies of your current workforce.


A good strategy for talent management combines competency management with thorough assessments of training requirements and plans for your employees. Typically, training is required to develop talent. The ability for managers to make training decisions based on a longer-term view of an individual’s development will be made possible by HR systems that track learning. This will help you ensure that members of staff obtain the skills they require to function and grow in their respective roles.


An essential component of successful succession planning is talent management.

It’s crucial to identify, monitor, and develop talent if you want to create successors for essential roles in your company. The sooner you recognise these individuals, the better. When you commit to talent management, you’ll not only begin to identify the abilities you’ll need in the future, but you’ll also learn who possesses them and actively work to further their skills.

This is particularly effective when a key staff mentors his or her own prospective successor.


Talent management is a structured strategy for maximizing each person’s potential contribution by more effectively utilizing and developing their talents.

The organization must dedicate itself to talent management for this to succeed, as it has a significant impact on many facets of how employees are managed within the company. However, if the right people are placed in the correct positions, properly developed, and a positive work atmosphere is fostered, you will have a solid base from which to create a highly skilled and fruitful business.

Oladoyin Falana

Oladoyin Falana, a graduate of OAU, is an SEO Specialist, and IT business developer. He is the owner and content editor of, a platform that focuses on providing information on career, recruitment updates, exams, and admission updates, including general (How-to) information.
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