We are also just starting to tackle the problem. My first step was to explain to senior management about talent management and staff retention followed by a discussion on market place shortfalls in the future. I then set each manager a task of identifying both talented personnel in each department across the organisation. Once we established the talented people we then looked at crucial positions. Now that we have this data i am now working on appropriate remuneration levels that reflect in the upper quartiles of market place rates.
The next step will be further communication to the talent group and mapping out training and opportunities to showcase their talents.Succession planning will be a obvious off shoot. It doesnt have to be rocket science but it has to be shared and nurtured by senior management.
To prevent an elite versus hack employee the door must always be left open by consistent and timely review. This is where I am up to anyway.
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