“If you pick the right people and give them the opportunity to spread their wings—and put compensation as a carrier behind it—you almost don’t have to manage them.”
~ Jack Welch
Carlos oversees the human resources department for an expanding oil company. As part his goal to educate and improve abilities of HR and the staff to manage human capital, he decided to find and share great articles. “I wanted a resource that would be of value for our employees and managers,” Carlos said.
“I wanted our people to understand that they could have more control over their advancement,” Carlos said. “It’s not just HR that controls talent management, leaders and workers have a say, too.”
Carlos researched talent management articles for human resources he could draw on for information to share. “Often I’ll ask the writer of a great article if I can repost it for my people,” Carlos said. “I know it’s unethical to just lift it from the web without permission.” Even without permission, however, it is acceptable to quote excerpts and provide a link back to the original article.
Great talent management articles can offer education and value nearly equivalent to semesters of coursework. Carlos looked for articles with depth and vision.
Ten Ways to Keep Your Star Employees is a great example of the best kind of article for his managers. “It fit right in with both empowering employees and managing talent, Carlos said. “Look at some of the points it covers!”
- Empowering employees use their own gifts.
- Discovering tasks your top talent loves to do.
- Focusing on what workers are doing right in feedback and less on what’s wrong.
- Communicating effectively so each person- management and staff- understand the task, the company policies, and what’s expected.
- Helping your employees work smarter, not harder.
- Offering quality of life enhancements—even when the tough economy doesn’t let you pay them more.
- Letting employees focus more on what they enjoy.
- Looking for advancement opportunities for your employees and helping them find those openings within the company for themselves.
- Coaching and mentoring as a way to increase skills, value to the company, and chances for advancement.
Carlos also found cost effective ways to improve employee morale with this article: How Managers Can Improve Their Workplaces for Employees. The article covered the value of:
- Keeping lines of communication open so employees feel their comments matter.
- Adjusting work schedules with flex-time and other ways to keep talent that might otherwise leave the workforce.
- Recognizing accomplishments—which have been show to add satisfaction to workers.
- Developing programs and plans for workers to increase their skill levels. This increases the talent pool and makes the job of human resources easier.
“As I looked at talent management articles, some were particularly appropriate from a human resources perspective,” Carlos said. “3 Reasons to Invest in Leadership Development added to my understanding of the value of outside coaching in ways I hadn’t considered.” It said:
- Coaching and training is cheaper than bringing on new recruits. The cost of training them and bringing them up to speed is much higher than training or coaching current employees.
- Outside coaching relieves a burden on managers and allows managers to focus on their company job. Plus, you have an expert trainer teaching your employees, instead of a manager whose skills lie in a different direction.
- Talent development benefits both the company and the employees. The company creates a succession plan of rising leaders and keeps proprietary information within the company. Staff knows they are valued and appropriately challenged.
“I found great value in reading talent management articles to help me with my company’s human resources,” Carlos said. “It also gave me insights into breaking news and new ways of using traditional strategies.” Carlos likes the fast learning that comes from articles and plans to continue mining top articles for more valuable information to help him retain his company’s top talent.