参与

激励

留住人才

人力资源专业人员是人才管理流程的领导者。人力资源顾问 Sharlyn Lauby 解释说，人力资源领导者可以通过研究公司的行业、业务流程和劳动力实践来制定有价值的战略。作为企业的利益相关者，人力资源部门有责任确保公司的人才管理战略与业务战略保持一致。

人才管理最佳实践

发展和维护人才管理是一个持续的过程。人力资源从业者可以结合这些实践，推动建立一个强大、动态、灵活的人才管理系统：

制定战略。使人才管理与公司的使命、愿景、目标和业务战略保持一致，以提供战略方向。其中一个关键部分是确定推动公司目标所需的能力和角色，并确定招聘、雇用和吸引人才的方法。

投资于员工的成长。学习与发展计划可以为团队成员提供所需的资源，帮助他们继续向上发展，推动业务成就。发展员工的能力可以提升他们的职业生涯，并促进参与度和留任率。对管理人员进行投资也是有益的，因为他们可以利用自己的重要作用来指导团队成员、激发参与热情和激励积极性。

建立积极的企业文化。人力资源部门的领导者可以通过制定热情洋溢的入职计划、定期表彰员工的成就以及提供有吸引力的员工发展机会，来鼓励蓬勃发展的工作文化。在工作中加强支持、学习和感恩，可以培养一个健康的工作社区。

做出数据驱动的决策。利用关键的人力资源指标来做出明智的决策，可以支持有效的招聘、提高留用率并提升参与度。此外，人力资源主管和首席财务官应开展合作，将人才管理指标与财务数据相结合，为制定更好的人才管理措施提供有力的见解。

全球人才管理挑战

跨国组织必须制定在全球各地分支机构都行之有效的人力资源人才管理策略。

全球人才管理面临一系列独特的挑战。特别是，跨国组织必须驾驭其业务运营所在地的多元文化环境。管理分散在全球各地的团队需要深入了解文化的细微差别、沟通方式、工作偏好和愿望。

此外，管理全球人才的人力资源领导者还必须确保人力资源流程符合各国的法规。

在 "大辞职 "之后，吸引和留住优秀专业人才的竞争变得更加激烈。虽然全球招聘提供了更大的人才库可供选择，但世界各地都在争夺顶尖人才，这使得人才招聘和留住人才成为一项艰巨的挑战。

尽管这些挑战是全球人才管理所独有的，但解决之道却始终如一：实施关爱人才的战略，帮助他们发挥最佳水平。然而，人力资源领导者如何在不同的文化背景下实施人才管理计划可能会有所不同。

人才管理如何改善企业文化？

健全的人才管理系统为健康的企业文化提供了生长和繁荣的沃土。开发战略性人才管理系统是培养高绩效、工作满意度和员工幸福感的关键。当你的员工感到快乐时，他们就更有可能为公司文化注入热情和动力，从而形成一个由参与型个人组成的蓬勃发展的社区。

人才管理趋势

一些现代趋势正在影响着企业吸引、培养和留住人才的方式。对于希望在人才管理领域取得成功的组织而言，紧跟这些趋势至关重要。

其中最主要的趋势是员工体验的重要性与日俱增。随着员工开始寻求有意义、有成就感的工作，企业开始注重营造以员工福利、成长机会和积极向上的工作场所文化为重点的环境。

在大流行病之后，这也与远程和混合工作的兴起不谋而合。公司正在适应团队成员不断变化的期望，提供随时随地工作的灵活性，并制定新举措，以帮助在这些变化中保持生产力和协作。提供灵活的工作方式也是吸引和留住顶尖人才的关键。

人才分析也越来越受到重视，它可以深入了解员工的绩效、参与度和潜在的发展领域。这种分析方法使组织能够在人才招聘、培训和继任规划方面做出数据驱动型决策。

此外，多样性、公平性和包容性现已成为人才管理和招聘专业人员不可或缺的一部分，尤其是年轻一代。各组织正在认识到团队中不同观点的价值，并正在培养包容性的工作场所，以推动创新和工作场所的满意度。

人才管理与人力资源技术

人力资源技术提供高效的人才管理工具，影响员工生命周期的每个阶段。这些解决方案包括：

人才管理系统。人才管理系统为人力资源专业人员提供工具，从招聘到离职，一站式解决人才管理周期的不同方面问题。

申请人跟踪系统。应聘者跟踪系统可提高招聘流程的效率，使招聘人员能够迅速识别和吸引顶尖人才。

绩效管理平台。这些平台利用数据分析实时了解员工的绩效，促进持续反馈和发展。

学习管理系统。学习管理系统为团队成员提供培训和提高技能的机会，使个人成长目标与组织目标保持一致。

员工体验平台。员工体验平台为人力资源领导者提供了创造积极的工作场所文化和快乐员工的工具。

人工智能。从预测候选人的成功率到识别留住人才的模式，人工智能目前在人力资源技术中发挥着核心作用。

随着企业越来越多地接受数字化转型，人才管理与人力资源技术之间的关系对于培养一支能推动成功的充满活力和敏捷的员工队伍至关重要。

以下为文章原文：

What is talent management?

Talent managementis a holistic method of recruiting, hiring, and engaging high-performing people to achieve company objectives. An offshoot of HR management, talent management offers a strategic, integrated approach to attracting quality professionals and optimizing their competencies.

Talent management evolution

HR influencer Josh Bersin explains the evolution of talent management. Known as the Personnel Department in the 1970s, it focused on the rudimentary functions of hiring, paying, and offering basic benefits. In the 1990s, the department transformed into a more strategic form of HR, aiming to attract and engage desirable professionals. In 1997, McKinsey & Company coined the term “talent management.”

What does talent management involve?

Today, talent management strives to increase efficiency and productivity by sharpening its strategies and blending HR processes with business functions. Talent management encompasses:

Sourcing and recruiting

Succession planning

Performance management

Learning and development

Compensation and benefits

Why talent management is important

Talent management enables HR leaders and managers to nurture a stellar workforce to promote and strengthen company performance. Effective talent management contributes to:

Recruitment

Hiring

Engagement

Motivation

Retention

HR professionals are the leaders of the talent management process. HR advisor Sharlyn Lauby explains that HR leaders can develop a valuable strategy by studying the company’s industry, business processes, and workforce practices. As stakeholders in the business, it’s HR’s responsibility to ensure the company’s talent management strategy aligns with business strategy.

Talent management best practices

Developing and maintaining talent management is a continuous process. HR practitioners can integrate these practices to fuel a robust, dynamic, and agile talent management system:

Develop a strategy. Align talent management with the company’s mission, vision, objectives, and business strategy to provide strategic direction. A key part of this is determining the competencies and roles necessary to drive company objectives and identifying methods to recruit, hire, and engage people.

Invest in people’s growth. A learning and development program can provide team members with the resources they need to continue their upward journey and drive business achievements. Developing people’s competencies enhances their careers and promotes engagement and retention. Investing in managers is also beneficial, as they can leverage their crucial roles to coach team members, inspire engagement, and spur motivation.

Build a positive culture. HR leaders can encourage a thriving work culture by incorporating a welcoming onboarding program, regularly recognizing people’s achievements, and offering attractive employee development opportunities. Increasing support, learning, and gratitude at work can nurture a healthy work community.

Make data-driven decisions. Using key HR metrics to make educated decisions can support effective recruitment, increase retention, and boost engagement. Additionally, the heads of HR and the CFO should collaborate—combining talent management metrics with finance data can provide powerful insights into developing better talent management practices.

Global talent management challenges

Multi-national organizations have to develop HR talent management strategies that are effective throughout their branches around the world.

Global talent management presents a unique set of challenges. In particular, multi-national organizations have to navigate the diverse cultural landscapes where their businesses operate. Managing a globally dispersed team requires a deep understanding of cultural nuances, communication styles, work preferences, and aspirations.

Additionally, HR leaders who manage global talent will have to ensure HR processes are compliant with each country’s regulations.

In the wake of the Great Resignation, the competition for attracting and retaining talented professionals has become even fiercer. While recruiting globally provides a larger talent pool to choose from, the competition for top talent is present around the world, making talent acquisition and retention a formidable challenge.

Although these challenges are unique to global talent management, the solution remains the same: implementing strategies that take care of people and help them perform at their best. Nevertheless, how HR leaders apply a talent management program in each cultural context may vary.

How does talent management improve company culture?

A robust talent management system provides fertile soil for a healthy company culture to grow and flourish. Developing a strategic talent management system is key to nurturing high performance, job satisfaction, and employee wellbeing. When your people are happy, they’re more likely to infuse the company culture with enthusiasm and motivation, leading to a flourishing community of engaged individuals.

Talent management trends

Several modern trends are shaping the way organizations attract, nurture, and retain their people. Staying attuned to these trends is crucial for organizations seeking to navigate the realm of talent management successfully.

Chief among them is the increasing importance of employee experience. As the workforce seeks meaningful and fulfilling work, organizations are focusing on creating environments that prioritize wellbeing, growth opportunities, and a positive workplace culture.

In the aftermath of the pandemic, this also coincides with the rise in remote and hybrid work. Companies are adapting to the changing expectations of team members, providing the flexibility to work from anywhere and creating new initiatives that contribute to maintaining productivity and collaboration, despite these changes. Offering flexible work styles is also key to attracting and retaining top talent.

Talent analytics is also gaining prominence, offering insights into people’s performance, engagement, and potential areas for development. This analytical approach enables organizations to make data-driven decisions about talent acquisition, training, and succession planning.

Additionally, diversity, equity, and inclusion are now integral to talent management and recruiting professionals, especially from the younger generations. Organizations are recognizing the value of diverse perspectives among their teams and are fostering inclusive workplaces to drive innovation and workplace satisfaction.

Talent management and HR tech

HR tech offers efficient talent management tools that affect every stage of the employee lifecycle. These solutions include:

Talent management systems. A talent management system provides HR professionals with the tools to address the different aspects of the talent management cycle in one place—from recruitment to offboarding.

Applicant tracking systems. An ATS makes the hiring process more efficient, allowing recruiters to identify and attract top talent swiftly.

Performance management platforms. These platforms use data analytics to provide real-time insights into people’s performance, facilitating continuous feedback and development.

Learning management systems. An LMS provides opportunities for team members to train and upskill, aligning individual ambitions for growth with organizational objectives.

Employee experience platforms. An employee experience platform gives HR leaders the tools to create a positive workplace culture with happy people.

Artificial intelligence. AI is now playing a central role in HR tech, from predicting candidate success to identifying patterns for retention.

As organizations increasingly embrace digital transformation, the relationship between talent management and HR tech is pivotal in cultivating a dynamic and agile workforce that drives success.