How do you manage talent issues in your framework?

Create and support a learning culture. Senior staff as well as junior staff need to be given the opportunity to share their knowledge with others. This promotes a healthy learning environment. Help people pursue what they are passionate about and give opportunities to learn not only about their own work area through cross skills development. Focus on well being and health.

As per my knowledge, I can provide guidance on how organizations typically manage talent issues using various strategies and practices. Talent management involves attracting, developing, retaining, and optimizing the skills and capabilities of employees to achieve organizational goals. Organizations identify and hire candidates with the right skills, experience, and cultural fit for their teams. Remember that each organization's approach to talent management may vary based on its industry, size, culture, and specific goals. It's important to continuously assess and adapt talent management strategies to address evolving talent issues.

When defining talent strategy, I would think about a comprehensive plan that outlines how we would intend to acquire, develop, manage, and retain workforce in alignment with overarching business objectives. I would dive deep and think about the necessary skills, competencies, and cultural attributes required for success, while also identifying and addressing workforce gaps. The strategy needs to go beyond mere recruitment and retention; it extends to employee development, succession planning, and fostering an inclusive and engaging workplace culture. For me, a well-crafted talent strategy serves as a guiding framework to strategically leverage an organization's human capital, ultimately driving growth, innovation, and long-term success.

A talent strategy is a roadmap that guides an organization's approach to nurturing and leveraging its human capital. It is not just a document, but the embodiment of the organization's commitment to the development and optimization of its workforce. A talent strategy should be aligned with the organization's business strategy and should take into account the internal and external factors that could impact its workforce. It should also be data-driven and should be communicated to employees so that they understand how it will impact them.

Talent Strategy is the guide for employee journey in that company. A good talent strategy will connect employee journey from even when they haven't join the company yet through employer branding, a good step to promote company culture and for potential employee to decide for themselves whether they will potentially fit in with the company culture or not. After joining of course they go through new employee orientation and then will be assessed thoroughly to find their strength and areas that need to be improved. A good company should prioritize promote within and develop their talent instead of relying too much on external hiring. Keep up to date with competitor and keep an eye out for new innovative strategy.

Talent management is a strategic and organized approach to attracting, developing, and retaining top talent. It is a process that includes recruiting, onboarding, performance and goals, compensation, learning, and succession and development. A successful talent management strategy aligns employee engagement and growth with organizational result

Talent Process will correlate with company culture, whether the turnover is high or low, will company promote internally or depends on hiring externally, will company cut off people who are lacking or try to develop them into model employee, will company listen to the voice of their employee or rule as dictator with take it or leave it mindset. Talent process will be very top-bottom and will rely on top management to become the north star in steering the way company handles their talent.

after setting the culture and system, there's should be yearly evaluation to improve the system, learn from past mistake and make more tailor made according to company direction. Save quantitative data but keep your ears for qualitative data as well because we are not dealing with robots or AI but humans that need personal touch as well

There are certain risks that are extremely costly to companies in terms of productivity, morale and financial results; many of them tend to be related with staff turnover, disillusion and a bad work environment. Climate surveys are important to detect those problematic issues and establish action plans to correct them and reduce those talent risks, promoting a better work environment with more productivity and talent retention and happiness.

to create continuous improvement culture and always improving self by learning new things and attend new technique or system in the industry will be the aim for most companies, but it will be hard to do that without top management support. the time spend on learning will mean less time to be productive and this is the egg vs chicken dillema

Here are some steps to consider: Providing ongoing training and development opportunities helps employees enhance their skills and stay updated with industry trends. Performance reviews can be used to set goals, provide feedback, and make decisions about promotions or career paths. Organizations plan for the future by identifying high-potential employees and preparing them for leadership roles. This reduces the impact of talent gaps when key employees leave or move up in the organization. Regular communication, recognition programs, and involvement in decision-making can boost engagement. Data-driven insights can help identify trends, forecast talent needs, and measure the effectiveness of talent management strategies.

Promote Internally will be a good start to make your company culture, if your current company don't have qualified talent, you should consider management trainee or fast track promotion to fill supervisor/asst manager position. Create a compass for your company, will you be focusing on developing current? are they capable to be developed? if you hire new externally, can you retain your current culture? especially if you hire a lot of Gen Z they will evolve your company culture with their sheer number, you must be sensitive to this and anticipate this.