Companies today face several challenges and talent management is one of the biggest. According to a survey conducted by OI Partners, Inc., the number one challenge facing the HR industry is leadership development and sequence planning. Attractiveness, development and retention skills is more expensive and has a greater impact on the bottom than before. Withdrawal of children's books, expectations of employees Gen X and Gen Y and a new definition of "long-term" employment adds to a major change in how organizations manage their talents.
One effective way to overcome these challenges is to implement a series of planning initiatives. This preventive approach to ensuring future thinking talents offers many benefits. Studies have shown that organizations with plans for success plans have a higher retention rate of human capital and a reduction in recruitment and compensation costs.
Settlement plan must be more than corresponding employees with scheduled vacancies. The Agency's future policy and employee orientation should be considered. This ensures that employees participate in the process, commit themselves to the organization and are interested in the success of the company.
Obstacles to Implementing the Development Plan
While there are numerous benefits to the monitoring plan, there are also challenges such as limited resources and expertise within the company. Without assisting external advisors and coaches, the implementation of the program of planning in a row can reduce the resources of the organization. The most effective programs utilize the skills offered by the company during implementation, but companies often lack the resources needed for continued management. In addition, external resources utilize expertise in order of planning and offers objective perspectives.
Training as a resource
Executive Training can provide assistance with management skills and employee development at individual levels. By using individual training and evaluation, the trainer will guide the employees through career choice within the organization that best suits their interests and abilities. Once a CV has been selected, the coach will help the employee prepare for his next presentation.
The coach can supervise food like DISC, PVQ and Enneagram to help an employee gain clarity in terms of interests, interests, values and strengths. The feedback obtained from the assessment is necessary to create a career plan. During the training work, employees will compare this information together with their experience and education as a key element in leadership and determine the strongest fit. This process ensures that employees are in line with the correct position, which reduces the likelihood of employee emissions and turnover at the level of implementation.
In addition to career production, the Trainee Manager will assist in the development of development plans. The steps described in the development plan are based on information gathered in the analysis of the interval. By comparing existing staff with experience, skills, and education needed for next promotions, the coach and managing director will explain how to emphasize training agreements. Implementation of the development plan during the training is demonstrated in the ability to work.
Benefits of Organizing Settlement
Identifying and developing strong leaders for future roles is important for the continued success of an organization. Without successful planning plans in a row, companies will face more challenges than those arising from the implementation of the program, including:
o Armed with the "War of Talent"
o Fewer leaders ready to take on new role of  o Obstacles to Achieving Policy Purposes
Attracting and maintaining high potential employees is expensive. However, it is not as expensive as the turnover of highly potential employees. Studies have shown that outstanding performers are 50% to 100% more effective than average performers.
Using these statistics, if the average carrier generates $ 250,000 in a new company every year; An outstanding performer forms between $ 375,000 and $ 500,000 in new business. By developing and enhancing an outstanding leader in leadership, they can increase the team's productivity. For example, this leader can increase the team's income, which amounts to 2.5 million US dollars to 5 million US dollars.
As an opportunity for increased profits, employee attendance is a desire for job growth, both financially and strategically.
Due to growth and development, benefits are paid very well to potential employers, organizations will be well-presented with plans for success plans and "preferred employers" management systems, thus helping to reduce skills and reduce sales.
Most employers are not aware of the amount of turnover they cost each year or how to reduce this number. Based on fifteen percent turnover and turnover costs of twenty five percent employees of annual benefits, an organization with one thousand employees and a total of $ 50,000 will cost $ 1,875,000 in cost per year. Given that half of all turnover is avoided, this agency could save $ 937,500 each year by investing in employee retention strategies.
Using a Career Coordinator in the Performance Plan Program enables leaders and human resources to focus on effectively managing and evaluating the plan. An External Career Provides Confidentiality, as employees are free to discuss the challenges and opportunities they face in their work and make plans to overcome them.
One of the best opportunities offered by a coach is to prepare the existing talent of the organization in the future. They take the agency's staff to the next level by using food, strong questions and individual development plans. Promoting internal benefits, such as:
o Decreased recruitment costs. The need for external recruitment is reduced to the position of management, which reduces the cost of initial expenses (between 25% and 33% of the total cost of the applicant). The manager set by headhunter with an annual compensation package of $ 200,000 would incur charges between $ 50,000 and $ 66,666.
o Reduction of implementation benefits. According to Perrin Towers, external candidates are usually paid 20% to 30% more than national ones who are introduced because external people need financial reasons to change their career.
o Promoting internal applicants offers the employer benefits from knowing their track record, strengths and needs. External candidates, except personally known, publish only as much or little information as they deem appropriate and let the organization rely on the interview process, assessments and references to complete the movie.
Floating planning plans in order to balance the agency's strategic policy with the efforts of many potential employees. They also rely on external consultants and coaches to provide expertise, objective perspectives and additional resources.
Managers involved in training the Performance Plan have a clear policy of where they are going and how they are going to get there. However, managers who are not offered training are not equally well-prepared to chart their career or develop the skills they need to familiarize themselves with future competition. The vocational training manager facilitates the process of creating successful career and developing future leaders.