In order to successfully transition from a service driven organization to one with 200 people and 20 identified leaders, it is essential for the talent management strategy to be updated in order to keep up with the growth of the organization. A successful talent management strategy should encompass effective recruitment, development and retention strategies that are tailored to meet the needs of an expanding and dynamic organization (Loughlin & Gazi-Tabatabai, 2018).
Recruitment within a growing organization can present challenges as there may not be enough resources available and this must be planned for in advance. It is important that the right individuals are recruited who have the skill set needed by the company going forward. This could include utilizing digital platforms such as LinkedIn or other job boards which can help identify potential candidates (Chung & Ohsako, 2019). Additionally job descriptions should be up to date and accurate so they reflect exactly what qualifications and skills are required for each position; this will aid in attracting suitable applicants. Furthermore it would be advantageous to consider diversity when recruiting new staff members as having different perspectives in a team can open more opportunities (Nasrul & Liman, 2020).
Assess how the talent management strategy should change with the anticipation of the organization to double in 5-6 years
Developing employees is also a key part of any talent management strategy. As an organisation expands its workforce there will likely be changes in job roles meaning existing employees may need additional training or support on how best to use these new skillsets. For example if an organisation was transitioning from manual work into robotics then staff members would need retraining on how operate robotic machinery safely (Angehrn et al., 2017). Leaders within such organisations should create paths for learning opportunities so staff feel motivated about their career prospects within that organisation. Encouraging employee recognition systems such as awards or performance reviews can help promote engagement amongst workers (Lahey et al., 2016). Utilising technology like online courses or e-learning modules is another beneficial way of providing training materials at low cost while still controlling quality standards throughout proceedings (Vassiliki et al., 2015).
Retention should also play a critical role when developing any talent management strategy; especially when looking towards expansion plans over five 6 years time frame given here. Keeping trained personnel engaged with their work environment enables them progress further along their personal goals whilst aiding organisational success at the same time(Helmig et al., 2019) . Retention initiatives should focus on incentives such as flexible working hours or increased holiday allowances; providing options like remote working where possible helps ensure employees remain connected even if they’re unable physically attend meetings due reasons like ill health etc.(Jirjahn & Schmenner, 2014) Additionally offering rewards such financial bonuses shows appreciation towards hardworking individuals helping motivate them better during difficult times(Quintana-García & Nunez-Gonzalez , 2020 )
To conclude it is essential that any type of talent management strategy integrated into an expanding service driven organisation get frequently reviewed utilising feedback provided by both employers and employees alike ensuring everyone remains aware of what’s expected from them going forward therefore enabling mutual success long term .