| | NOVEMBER 2023MANAGEHRMAGAZINE.COM8HR practitioners all over will wonder who they will lose after the year-end bonus is paid. Even a top-notch organization will have the same concern as they battle for talent with their fiercest competitors.For HR in industries facing talent crunches, like ICT or even consumer goods, what do we do? Attrition is inevitable, but one of the most effective counter-agents to an employee's staying power, besides salary, is their growth, in this case, both personal and professional.So, for organizations with hundreds of employees, do we have the adequate resources and budget to be able to take care of every single individual? Of course not! So, how do we ensure our business is sustained by keeping the right people with us?Using performance data over a period of time to check for consistency, identify your talents and rank them in terms of strength. If you can, include an assessment in learning agility which is a great pre-cursor to potential and future performance.Once you know who your key talents are, what is next? Identify your critical positions so that you can match your talents to these positions. Key positions typically have a great impact on the company if left empty and/or are hard to fill due to a lack of competent candidates. Tech companies will have many of these, so guarding your key talents is crucial to business continuity.Check each talent's career aspiration, which is a must-have starting point. That said, this is not enough. The immediate superior, who plays such a crucial role in developing and keeping our talents, must agree that the career aspiration of our talent is the right one for them. By knowing each other better, this accurate assessment can only get better until there is an alignment of the targeted role between the two of them for the talent to aspire towards.While that is true, it should not stop us from mapping as many right fits as possible, as this match allows the company to know what to do with their talents and which role requires external talents to be brought in to improve your talent bench-strength. For talents aiming for the same position, this means you have a backup, which is always a good thing. But also open your minds to consider some talents who may do as well or even better in a new role altogether. Have you yourself thought about moving from a technical role to a non-technical role such as human resource? With HR systems, AI, analytics, and RPA, even HR has become highly technical and an IT specialist will not find HR a strange place to be in.The answers here are pertinent to not only people managers wanting to get a handle on their talents or HR facilitating the HOW DO WE AVOID GOING DOWN THE RABBIT-HOLE?By Zenas Kok, Chief People Officer, MAMEEIn MyOpinion
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