人才管理的最终指南（+最佳实践）

人才管理实际上包括与招聘，培训，奖励和留住员工有关的业务中发生的一切，并且是人才管理过程的一部分。尽管许多企业只是在“人力资源”的广泛保护下将其全部结合在一起，但人才管理过程对您公司的生存至关重要，值得特别关注。188金宝慱网站在本人才管理指南中，您将学习有关人才管理过程，策略以及如何在业务中实施其吸引和留住顶尖人才的所有信息。让我们潜入！

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人才管理指南：

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什么是人才管理？

Talent management is a process in which a company puts together the best possible staff to handle the needs of its business. It includes all processes needed to attract, onboard, train, develop, reward, and retain top talent. This includes identifying vacant positions and talent gaps within the organization as a first step toward building a powerful workforce with the right people in the right roles.

这是该过程中每个步骤的概述（在本文的晚些时候，我们将更深入地进入这些步骤）：

• Attract:识别，雇用和在船上具有成功的技能，在他们被聘用的角色并符合公司文化的角色中所需的技能。
• 发展：提供培训和教育，以确保员工不断提高自己的技能。
• Retain:通过与他们的动机相符的薪酬，激励措施和奖励的结合，使员工保持较高的表现。

共同的人才管理实践

有几个talent managementpractices companies use to ensure that they are focusing on building a workforce that fills the company's needs:

• Workforce Planning:A comprehensive review of goals and staffing needs.
• Critical Roles:确定对公司目标，策略和绩效至关重要的角色。
• 职业道路：将人才转移到越来越多的责任的特定角色的进步计划。
• Talent Acquisition:Attracting and hiring new talent.
• Onboarding:带来新员工并通过公司业务和自己的角色使他们最新的过程。
• Development:具体的，个性化的员工发展和培训。
• 绩效管理：A process to evaluate each employee's performance, establish compensation, and guide development.
• 人才评论：将人才转变为特定角色的过程以及使这些过渡实现所需的发展。
• Bench Strength:对员工的全面审查及其准备就绪，以扮演领导角色。

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人才获取与人才管理

So, what's the difference between talent management and talent acquisition? For starters, talent acquisition is just one piece of the talent management process. It's the process of attracting, identifying, and hiring the right employees to meet the needs of a business. This happens through a strong brand, establishing applicant pipelines, maintaining relationships with candidates, and culling potential hires from a range of backgrounds. In addition to talent acquisition, talent management includes coaching and training, succession plans, mentoring, and rewarding those who've been hired.

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人力资源与人才管理

人力资源内存在人才管理。这两个团队共同努力以雇用，培训，发展和奖励员工，但人力资源部是指导人才管理的政策。除人才管理外，人力资源还包括：

• 劳动力管理：监督休息时间，时间表和时间工作。
• Human resources management:Collects and stores personnel information as well as handling payroll and employee benefits.

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人才管理的好处

Talent management is vital for successful business operations because it helps you understand, align, and develop your employees, maximizing their value to drive company growth.

Here are seven ways a powerful talent management process can benefit your business:

1。提高性能

人才管理可帮助您吸引最优秀的，最合格的员工。有了合适的人，您的公司将有望实现您的目标。

2.保持竞争力

当您拥有合适的人才并可以随着时间的流逝而保留该人才时，您的组织将更好地应对变化，挑战和风险。

3.减少营业额

有效的人才管理流程确保您的员工感到有价值，并有机会在公司内部发展。而且，由于这种潜力，您的员工不太可能在其他地方寻找工作。

4. Increase Productivity

When you have the right employees in the right roles, your team will naturally be more productive. Adding to this, employees tend to work harder when they know that their contributions are valued.

5.驱动创新

Talent management can also drive innovation. This happens because your employees have the tools they need to succeed, the freedom to do their jobs, and the support to continually develop their skills.

6.激励和吸引您的团队

通过人才管理，您的员工将感到有能力和支持，以提供他们最好的工作。人才管理涉及定期的签到和反馈，可帮助员工了解他们在任务中取得成功以及有改进的机会。该反馈是激励和激发您的员工的行动。

7. Strengthen Branding

全面的人才管理流程会导致公司的增长，这将帮助您吸引最佳和聪明的候选人。这种增长支持一个更强大的品牌，更好brand reputation.

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人才管理模式

没有人才管理的标准模型。尽管您的公司需要做更多的工作才能创建自己的工作，但这实际上是非常有益的，因为您可以开发出一种按照独特的业务需求的方式来工作的模型。创建人才管理模型时，请确保包括以下元素：

步骤1.计划

如果您想成功，您几乎需要任何计划。对于人才管理，这意味着了解您的人力资源需求，详细说明您需要新员工才能填补的技能差距，创建实际上具有描述性和强大的职位描述，并为员工入职，培训，发展，薪酬和保留。

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步骤2.吸引

Attracting the right talent for a position doesn't necessarily mean hiring an external candidate. Take inventory of the talent you already have within your company to ensure that employees are distributed effectively, based on the skills, experience, and career motivations your employees have. Once you've identified the needs your existing employees are able to fill, you'll have a much better plan for attracting employees for the right positions (be they internal or external candidates).

It's our recommendation to always fill positions with internal candidates first. If you're finding that you don't have employees with the skills needed to fill your open higher-level positions, that's a good indication that your company has some work to do on the employee training and development front. Filling open positions internally helps you retain talented, skilled employees and can even boost employee morale across your company.

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步骤3.选择

根据工作以及您对此感兴趣的候选人，选择过程可能会有多个步骤。许多公司使用某种简历审查来减少候选人名单。从那里开始，您可能会在进行面对面的面试之前进行电话屏幕。对于创意角色，您甚至可能有候选人进行测试项目。将您想从候选人那里看到的技能以及一个标题，使这些候选人易于执行，这有助于您希望从候选人那里看到的技能。

Once you've narrowed it down to a single candidate, you'll head into negotiations to discuss salary and benefits and make your offer.

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步骤4.开发

一旦您选择了候选人，他们就接受了您的报价，您将需要加入候选人。您可能需要有两个入职过程 - 一个用于内部员工，另一个用于外部员工。入职帮助员工加快公司，您的产品和服务，公司文化，标准操作程序等的速度。除了这些基础知识外，入职还应包括并进食您的员工发展过程。马上，您要确保员工正在获得所需的培训，以开发有效地完成工作所需的技能，以及了解他们在公司内部发展所需的事情。

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步骤5.保留

Employee retention is a vital part of talent management. You don't want to continually hire, onboard, and train employees just to have them leave. You've probably heard that acquiring new customers is a lot more costly than retaining the customers you already have, and the same is true for employees.

为了使您的才华与您的公司保持互动并满意，请花点时间制定员工保留策略，包括薪酬，晋升，激励和奖金, opportunities for growth within the company, and other retention strategies that motivate your employees. You might even consider creating a specific retention plan for each employee based on their unique motivators.

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步骤6.过渡

Transition or succession planning is another important step in the talent management process. This includes transitions for both employees who are exiting the company entirely or who are moving into a new position within the company. For employees who are leaving the company, you'll want to conduct exit interviews to better understand why the employee is leaving so you can potentially keep it from happening in the future. For internal changes, transition planning should be built into employee development and training.

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人才管理策略

人才管理策略可以帮助您吸引最优秀，最聪明的人，使员工能够在公司内成长和成功，并保留您的员工。这里有五种人才管理策略，可以使您的公司更容易人才管理，并且对员工来说更有趣。

1.设定公司目标

设定公司目标在确保强大而有效的人才管理系统方面有很长的路要走。团队团结一致地建立目标，目标和KPI（主要绩效指标），并与公司中的每个人分享这些目标。如果员工了解自己的位置以及如何为公司的目标做出贡献，他们将更加致力于表现良好，达到里程碑，并更加参与。

在吸引和雇用新人才方面，这些目标也非常有益。您将能够创建更好的职位描述和职位发布，从而提高您获得的候选人的质量。另外，您将能够将候选人提供的产品与您的公司目标相匹配，以确保您的新员工将帮助您实现这些目标。

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2.突出显示公司文化

公司的文化由几个要素组成，例如领导风格，公司的使命。道德，价值观，期望，工作环境和目标。公司的文化在公司领导层和员工的态度和行为中显而易见，包括他们如何共同努力，他们的交流方式，价值观，符号，礼节和决定。

虽然“文化拟合”有点像人力资源流行语，但实际上确实很重要。公司文化糟糕的文化将导致高离职，士气低下和候选人低。没有一种公司文化适用于每个公司，因此您需要花时间来决定对您作为公司重要的重要性。然后，突出显示到处。当您清楚自己的期望时，候选人和员工也将达到。

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3. Employee Training and Career Development

One of the most important things you can do for your business and your employees is to offer them training and development opportunities. We recommend putting together a robust and interactive training program that goes beyond a webinar here or there. With the abundance of learning management systems (LMS) on the market, there's no reason you can't build an educational, engaging, and entertaining development process for new and existing employees.

除了培训外，您还需要为员工制定职业道路。这些为有兴趣在公司内部成长的员工提供了易于理解和易于遵循的地图。每个角色都应具有详细的职业轨迹，其中包括达到该职位所需的技能。这些应该尽可能清晰和详细，以消除任何歧义。

提供特定的职业道路，再加上职业发展培训将有助于您的员工提高技能，并提高表现更好，提高生产力和更高的工作满意度。所有这些都可以帮助您保留所投资的员工。

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4.跟踪和衡量性能

跟踪和测量性能涉及几个不同的元素。首先，您需要为团队设定目标，目标和KPI（关键绩效指标）。这些指标将为您提供有关团队中每个员工的表现的概述，以便您可以保持正轨以满足您的组织目标，解决知识或绩效方面的差距，并突出改进的机会。

Once you have KPIs and goals established, you'll need to set up a feedback and review process. Performance reviews are important to keep everyone on track and moving towards their goals. You can set up your review process to happen as often as you'd like; many companies opt for annual reviews, but bi-annual and quarterly reviews are also common. We recommend implementing 1-on-1 meetings or weekly team meetings to cover progress towards goals and KPIs so you can stay on top of things and identify issues as they arise instead of waiting until your scheduled review period.

审查过程应开放和透明。员工应该准备讨论挑战，集思广益解决方案，并接受对其表现的建设性批评。主管还应该愿意向反馈，并鼓励员工推动他们为员工提供最佳状态所需的支持。

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5.提供激励措施来提高性能

Recognizing and rewarding your employees can go a long way towards increasing motivation, boosting morale, and improving employee retention. While compensation is a piece of this, it's not the only consideration. In addition to compensation, you'll want to provide a solid benefits package, a fair paid time off policy, opportunities for advancement, bonuses, prizes, and more.

And some employees just want to be told they’re doing a good job.

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人才管理技巧和最佳实践

Talent management best practices regularly change and evolve. It's important to stay on top of current trends in talent management so you can adopt the trends that make sense for your business. In addition to the constantly evolving trends, there are several talent management best practices that have remained consistent over time.

花时间在品牌上

信不信由你，品牌推广在吸引您的公司人才方面发挥着重要作用。过时的外观和感觉可能会给潜在的员工带来巨大的转移。确保您的徽标，品牌颜色和website design都是新鲜和永恒的。然后，确保您的整个在线形象都遵循该品牌。

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Go After the Right Candidates

在吸引合适的人才方面，品牌推广很重要，但它只会带您走那么远。实际上，如果您company brandingis on point, you're likely to draw in quite a few unqualified candidates with the qualified ones. And that's why it's so important to go after the best candidates for your company.

引入高素质的候选人的空缺职位的第一步是创建详细的，引人入胜的职位描述。然后，寻找候选人的方式，您会寻找客户 - 追随他们在网上度过的时间。这可能意味着分享您作为LinkedIn帖子的职位，在Facebook组和论坛中共享它们，甚至在社交广告中分享，如果这是吸引理想候选人的最佳方法。

Once you have an influx of qualified candidates, you'll need to narrow them down. It helps to have a rubric against which to measure the strength of their resumes. From there, you'll head into testing, assessments, and interviews.

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设置员工指导和倡导计划

Another talent management best practice is employee mentoring. Mentoring and advocacy programs can keep your employees engaged, help them stay informed about what's going on in your business, and give them the additional support they need to continue growing with your business.

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简化您的入职

We've talked a bit about onboarding already in this talent management guide, and for good reason. Having a solid onboarding process sets incoming employees up for success within your company. Right away, they get a deep understanding of your company culture, processes and procedures you have in place, who's who in your business, how to do their job, how to use the tools they'll need to use, and who to reach out to if they need help.

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Create an Employee Exit Plan

有时，尽管您尽了最大的努力，员工还是会离开。出口可能是自愿的或非自愿的，但是无论如何，通过可靠的退出计划收集信息可以帮助您解决任何问题，以便您将来可以吸引和留住更好的员工。退出访谈或调查是收集有关员工为什么要离开的信息的好方法。我们建议制定两个退出计划，一个针对被解雇的员工，另一个针对选择自愿分开的人。

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Communicate Efficiently and Effectively

透明，定期的沟通对于培养带来高质量人才的环境至关重要。员工想知道组织中发生的事情，并在了解公司的立场以及使其实现的位置时感到更加参与和动力。为此，请确保使员工了解并定期将他们带入公司决策以提供反馈。请记住，您的员工是必须实施和执行将使您的公司朝着目标领导力设定的策略的人。

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关注客观数据

您为公司未来做出的决定应以数据为基础。这意味着要努力准备可以客观地用于分析绩效的标题，不仅是员工绩效，而且还可以有效地使用可使用的工具和资源的整体能力。188金宝慱网站当然，您还需要能够破译所获得的数据。这导致我们...

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Use the Right Tools

您将需要某些技术来有效地实施和执行您的人才管理流程。这可能意味着员工绩效管理，入职，培训，人才获取和沟通的工具。寻找一种软件解决方案，该解决方案将使您可以将人才管理流程放置在一个位置，这样您就不会浪费时间在工具或（GASP！）之间来回移动，将相同的数据输入多个位置。

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Wrapping Up

Business can change at any time. This means that your talent management processes need to be agile so you can respond quickly to changing markets and landscapes. Nothing has highlighted this need more than the COVID-19 pandemic that began in early 2020 and sent many businesses scrambling to move to remote work.

With a talent management process that you're constantly evaluating and improving, you'll be in a much better place to bring in the best candidates, onboarding them properly, provide them opportunities to grow, and keep them around.