The pandemic has brought its share of upheavals, not least in the way people relate to work. At a time when many business sectors are still suffering from a skills shortage, companies have every interest in implementing a talent management policy. Indeed, talent management helps to retain and engage the workforce, while remaining sufficiently agile in the face of an uncertain environment.
In this article, we explain what is meant by "talent management", why industrial companies should take an interest in this subject, and finally, how to implement this strategy.
What is talent management?
Talent management aims to attract, retain and engage company employees. It's a strategy that goes far beyond recruitment issues alone.
Before going any further, let's look at the term that will interest us most: a talent.
We call it talent "an employee who is both competent at work and has scalability interesting. For example, a person who is an expert in his or her field, and who has demonstrated a certain know-how (the famous soft skillsThese skills are increasingly valued in the recruitment process.) There is no precise definition of talent, as each company values different know-how and interpersonal skills depending on its sector of activity.
In short, we can say thata talent is a key resource that companies don't want to lose. That said, it's easy to see why talent management is such a strategic issue.
For all that, talent management is not simply a matter of identifying the most promising employees. The company must create an environment conducive to the development of each individual's potential, in particular through ongoing training. Talent management is therefore not only about the present, but also (and above all) about the future! By being fully aware of their talents and the ways in which they can evolve, companies are better equipped in a fast-changing environment.
All organizations are therefore concerned by talent management. In the rest of this article, we'll take a closer look at industrial companies, where the stakes are perhaps even higher.
Talent management, indispensable for manufacturers?
If you're wondering how talent management can impact an industrial company, we'll answer with a number: 67%. This is the percentage of managers in the manufacturing industry who say they are having difficulty recruiting. in 2022 (source : INSEE ). This is the first time in over 30 years that this figure has been so high.
Added to this is the problem of skills shortage which is growing every year. In industry, certain key positions require a high level of technical know-how, which recruiters are struggling to find. In fact, the market weighs in favor of employees, with more job offers than applications.
Last but not least, the industrial sector is suffering from a unsellable imageand is struggling to appeal to new generations.
Faced with these difficulties, industrial companies have every interest in investing in talent management, for at least 3 reasons:
Reason No. 1: Avoid losing key skills
Talent management implies in-depth knowledge of the skills and abilities required for each position. A company that is fully aware of the skills it has at its disposal is more inclined to cope with a work stoppage or retirement.
Reason No. 2: Attract top talent
Talent management is also about employer branding. Indeed, the latter is closely linked to the monitoring of each employee's career path. Talent management helps to ensure that employees can make the most of their careers within the company.
Reason no. 3: Motivate and retain employees
This third reason is closely linked to the previous one. Motivation and loyalty are not just a question of the pay slip. Employees who feel valued and are offered career development are less likely to leave the company than those who do not.
In 2022, talent management is essential for industrial companies that want to remain competitive. But how do you implement it?
7 keys to creating a talent management strategy
Implementing a talent management strategy doesn't happen overnight. Let's take a look at what you need to pay attention to.
1. Define the talents you need
As mentioned above, every company has its own definition of talent. It's up to you to define yours: what are the most relevant skills and attitudes for each job?
It's also an opportunity to identify whether these talents are already present in the company.
2. Attract the right people
Attracting talent obviously means communicating what you're looking for. In particular, you need to write an attractive job offer that reflects reality. You should also offer an appropriate and competitive remuneration package. Finally, keep in mind that employer branding can be an important decision-making factor for candidates.
3. Careful on-boarding
According to a Hay Group study, 22% of new recruits leave the company after 45 days! This figure drops drastically when the company takes special care of new arrivals.
4. Continuous training
It's often easier to develop the skills of your current employees than to hire new talent. That said, even new arrivals can benefit from skills upgrading if it fits in with their career plans and the company's strategy. (Read more on this subject: From GPEC to GEPP in 2022)
5. Measuring performance
To be effective, a talent management strategy must be based on quantified measurements. In industry, it's a good idea to define metrics for assessing production line performance. In addition, regular dialogue with employees enables you to identify those to whom you could entrust additional responsibilities.
6. Track skills and authorizations
An effective talent management strategy goes hand in hand with an excellent understanding of the skills within teams. In particular, this helps managers to position operators in the most interesting positions, while facilitating the career follow-up of their teams.
7. Anticipating the future
Talent management is a long-term strategy. It is important to establish regular dialogue between operational teams, managers and top management to ensure that key skills remain with the company. Involving employees in the transmission of knowledge is a good way of achieving this.
In practice
A talent management strategy requires a global vision of the skills present in the company. This is often a source of difficulty, especially for managers who lack visibility. Investing in a skills tracking tool helps solve this problem.
Mercateam enables us to obtain an accurate map of the talents present in the company, as well as the talents that will be lacking in the future as a result of changes in the business. To find out more, don't hesitate to contact us. request a demo.
