The importance of HR department in talent identification and development
The new generations of employees and ever improving business and technology environment set great challenges in everyday talent management process. Due to that very reason, the second HR Days conference is dedicated to talent identification and development – the practice that requires very close cooperation of managers and human resources departments, their equal responsibility and mutual support.
Are the today’s talents sparser or are they just more difficult to discover?
New generations of employees that evolved in the advanced technology environment represent ambitious people aware of their qualities (so called ‘generation Y’). Those “new kids” bring changes to the labour market that the “old school” managers sometimes do not understand or accept. Therefore, the classic “conflict of generations” is becoming even more an integral part of everyday business.
Additional problem emerges as the modern technology enables good performance and accomplishment of outstanding results to everyone who is willing to learn, thus complicating the identification of those who are true talents.
More than ever managers are in need of HR experts’ support in identification of those outstanding individuals, for the purpose of defining the employee remuneration system, as well for identifying their ‘successors’ among those outstanding employees.
Many HR experts are experienced in “talent hunting” and they have integrated that challenge into successful practice of their organisations. Now, they are ready to share that experience and that is why the organizers of the conference invite you to visit the HR Days 2014 and obtain the answers to all your questions and dilemmas that concern talent management.
The conference offers many lectures, workshops, panel discussions and a group discussion in world café method during which you will have the opportunity to exchange information, opinions and experiences with your colleagues, as well as connect with people you wish to learn from and share your knowledge with in a pleasant atmosphere.
Learn, influence and apply
What an HR expert already knows, perhaps their manager has yet to accept. Overcome the obstacles in communication as a mutual benefit and act in synergy to achieve common goal – a successful and competitive company.
- CEO and HR can ‘sit’ at the same table – people often think that management is interested in profits only, while HR is non-profit oriented. Learn how HR can create the mainframe for profitability and what its role is in involving the CEO in development and management of organisational culture.
- Talent recognition is jeopardised by the crisis– there are no “untouchables” in times of crisis, therefore even managers are concerned about their positions. That can sometimes reflect in the way a manager plans and develops his successor choosing the person that jeopardises his position the least and has the smallest development potential. Learn how to detect this problem and how to help management in talent identification.
- The “team” is just as important as the “captain”– the goal of every organisation is to make profit and that is not possible without motivated employees. Learn how to recognize and keep employees that make a difference and create added value, whom to reward, how to define a “reward” and contribution that goes beyond the usual work assignments, and what exactly does the term “dedication to the company” encompass.
HR manager as a manager who can “sell the story”
- Successful talent management is the prerequisite for good image of the company in public.
- Key position successor planning and development is a long term process that starts at a specifically set time.
- Creating the mainframe for profitability is equally important as making profits.
- Talent identification is a long term plan, rewarding employees who create added value and make a difference is an everyday process that boosts motivation and creates higher productivity.