Welcome to the section. One of the prime duties of talent management manager is to help in creating a high performance workforce. So, how to do that? In this section, you learn about talent development and how it can help in building a high performance workforce. First, let's see the activities that are involved in creating a powerful army of employees. First is to hire qualified people.
This may sound obvious, but most managers make the mistake in this first step itself and hiring a candidate you must check his abilities, qualifications, skills and experience. If you hire someone who promises high but deliver slow, then you will be wasting a lot of resources including time, effort and money replacing that both hiring someone new could lead to wastage of efforts and resources. So the first thing in having a solid workforce is to hire only and only those candidates who are competing and skilled and determined. Next thing is to trust the employees. When you have hired someone who is competing and confident about his age bilities give him opportunities to show his talent. Don't try to direct a talented employee unnecessarily.
When he or she is doing the task perfectly. This would simply annoyed them. Instead, you should trust them and allow them to present their skills, leadership ability and accomplishments. Training and Development are like a pillar of creating a strong workforce by offering the right training you can transform an average employee into a high performing leader. You learn about training and development in the coming lecture. Next activity is to evaluate the employees performance.
This can be done on weekly monthly or quarterly basis. And this generally depends upon the company's policies. If the employee has over performed and delivered more than he should be rewarded. In case he has underperformed, then you must find the reasons why he was unable to perform that. By offering trainings and feedback you can encourage and help the employee in performing better in the future. This is where performance management and performance appraisal are done.
You'll learn about them in the coming sections. Next is retaining and removing. To maintain a high performance workforce, you should retain the top performing employees and reward them. And you should remove those who are unable to deliver up to the expectations or minimum standards, which were set by the organization. As a part of talent management, you will have to take unkind decisions sometimes, like terminating an employee. Of course, you should help the employee by giving them trainings and motivate them.
But if someone is unable to perform even after lots of chances and help or is unable to meet the set standards by the organization, then it's better to let them go because they are not adding value to the organization. Here we are not talking about exceptional cases where an employee is involved in activities like sexual harassment or violence or any other malpractice that is not acceptable. In such cases, depending upon the rules and policies of the organization, strict action must be taken against such employee. But even in these cases a check must be conducted, so that only those employees are punished who are guilty and not the innocent ones. Because, after all, it's about some scarier and life. Please follow the next lecture to learn about talent development.