Human capital is a critical aspect in an organization as it is part of the resources that enable the organization to meet their strategic objectives. A successful organization requires talented human personnel that will contribute to the increment of the firm’s value. Talented employees are only attainable if the company has the mindset to anticipate this kind of human capital. Commitment in the human resource functions also plays a major role in attaining and developing these employees. It takes a different mindset from the conventional to recruitment, hiring, and development of talent.
A Talent Mindset as Part of Organizational Culture
An organizational culture plays a major role in the attainment of set objectives – talent management. An organizational culture contributes so much to talent recruitment and development. Conventional talent management is far from what is required to achieve a talent mindset in any organization. The modern job market is dynamic with available talent that looks for jobs based on the organization culture. Most potential talents are looking for organizations that can invest and develop their talents as they increase the firm’s value (Heathfield, 2018) . According to Maslow, employee development is a core need that keeps staff motivated. Talent management will also increase the level of retainment for the organization.
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It is important for organizations to understand what a talent mindset entails . A talent mindset involves a commitment to the process of attaining and developing talent. It takes commitment in the organization to hire, retain, and develop talent. Conventional human resource functions will not help the organization as they do not offer the talent mindset. The organizational talent mindset should be one that does not mind taking time and resources to find and retaining talent (Silzer & Dowell, 2009) . A talent mindset also prefers developing the talent in the organization rather than outsource new talent. It is a culture that offers security and actualization to the skilled and talented employees hence a higher retainment.
An organization is a collective institution including executive directors, managers, and regular employees. An organization cannot attain a talent mindset if there is no participation from all the parties of the organization. The managers have to understand what the talent mindset is so that they can lead by example. The managers and all top executives should be deeply involved with talent in the organization. They have to spot the required talent and nurture it from the ground up.
It is a commitment for an organization to create a talent mindset. However, a culture begins with a standard, norms, and values that will define what a talent mindset is. An organization has to have standards, norms, and values that create a talent mindset. A gold standard will define the talent that can be recruited, hired and retained. The standards also set out what entails talent development and how to achieve this objective. The values set out how employees should relate, learn, and develop each other. A learning team is a start towards the overall achievement of a talent mindset.
Accountability is a core factor in achieving talent mindset in an organization. Managers and directors should be accountable for the talent pools that they build. Accountability ensures that managers foster the talent mindset in the firm (Silzer & Dowell, 2009) . Accountability is a great way to ensure participation and continuity in the achievement of a talent mindset. When managers are held accountable for the talent in an organization, they are more committed to talent management.
Integrating Organizational Processes and Functions to the Talent Mindset
Human resource functions are crucial in creating a talent mindset in an organization. The kind of talent pool in an organization begins with the human resource functions – recruitment, hiring, induction, training, development, and termination. The human resource system of an organization needs to be in sync with the overall organizational talent mindset. The human resource system creates the right organizational culture to foster a talent mindset. An organization that has a talent management system that is committed to the talent search and attainment functions will achieve the talent mindset (Heathfield, 2018) . The human resource system, therefore, needs to be one that offers a great talent for the managers to work with.
The recruitment and hiring process offers an organization the kind of talent they need. Recruitment planning is a process that needs to be at par with the talent mindset culture as it enables the HR department to recruit and hire the right talent. The induction and training processes should offer the new talent with important information to equip them with the talent mindset. At this stage, the HR department can learn about these talents, their career goals, and concerns (Heathfield, 2018) . This information can then be given to managers to ensure they interact and develop them towards their goals.
The human resource system should have a strategic plan on performance management, career planning, and the development of organizational talent. The HR system should offer information to managers on career paths of the talents. This information will enable managers to interact with the employees and ensure they work towards achieving their career goals. This information will also help managers coach and develop their staff hence creating a quality talent pool. Managers can also have in-house interviews and dialogues with their staff for an update on their developmental needs and concerns.
Conclusion
An organization can only create a talent mindset if they are committed to the talent management process. Commitment to recruitment, hiring, and development will create a talent mindset. It all starts with having a culture that contributes to the attainment of this goal. Participation by all in the organization will also foster organizational talent mindset. Participation means that the managers are aware of what is expected of them in talent management. Accountability in talent management will also create a talent mindset. Overall, the human resource functions and processes are very crucial in the attainment of an organizational talent mindset. These functions contribute to the recruitment, hiring, and development of the right talent.
References
Heathfield, S. (2018, August 25). Why Talent Management is an Important Business Strategy to Develop . Retrieved from Balance Careers: https://www.thebalancecareers.com/what-is-talent-management-really-1919221
Silzer, R., & Dowell, B. (2009). Strategy-Driven Talent Management a Leadership Imperative. New York: John Wiley & Sons.
