The quest for talent goes far beyond traditional recruitment to include a wider range of talent pooling. Once the only field of HR, talent management now involves many teams in the whole organisation.

In addition to the complexity, the speed of technology development provides many new solutions, even if the nature and the source of talent market continue to change.The current platforms are struggling to adapt as many are too old to integrate emerging technologies, capacities, and needs.

Talent management used to be understood as hiring, seeking, attracting human resources to meet the needs of the company in addition to developing policies of working or mainstreaming a special welfare policy for keeping workers.

In the fast pace of today’s world, it is critical for organisations to replace traditional succession planning with performance-based ones. In other words, the integration of performance reviews and succession planning is the best way to prepare your employees for taking the next step of their career.

In the leadership position, everyone wants to be recognised as having high-performance leadership. It’s necessary to be aware of the aspects in which high-performance leadership is expressed.

In the last part, we have discussed the first four of them: Ways of thinking, Actions and Behaviour, Choices of words, and Action time. Now, let's examine the remaining three!

As a manager, it is part of your responsibility to understand your top employees’ strengths as well as weaknesses in order to properly create a developmental plan that matches their potential. Without such understanding, and as your top employees see that there’s no chance for further development, the likelihood of your staff leaving the organisation is extremely high.

Just like the customer demands drastically change over time, technology advancements continuously churn out greater products and services than ever before which place a huge impact on not only the overall efficiency but also our way of thinking. Thus, why should succession plans remain unchanged when everything else has already moved on?

If you want to be a good leader, you must set up a process for developing your leadership skills and implementing them effectively. It is said to be an important factor to improve and enhance the operational quality of your business organisation.

In every industry and business, there’s a changing pace towards a more modern, collaborative way of working. To generate and encourage innovation, organisations have to retain and develop their internal talents. This leads to the traditional hierarchical management style being slowly replaced by a more collaborative approach that unites the workforce with the purpose to achieve one mutual goal.

Not many organisations are equipped with a detailed leadership development plan to help nourish their internal pool of talents. According to Hubspot 2018 Marketing Agency Growth Report, nearly 70% of agencies struggle with finding the right talent for their currently vacant positions. Yet, they still proceed to hire more people. Meanwhile, 53% plan to invest in employee training and only 25% plan to retain their staff.

In the previous blog post, we discussed the fundamentals of a 360-degree feedback process including several instances where the system fails.