The global HR landscape is always up to something or the other that can bring out the best out of the employees and benefit the organization. In the recent times, the department is abuzz by the term “talent transformation” which is being seen as a new tool for the development of business and building effective business strategies. There is no particular definition or some guiding principal that could qualitatively define talent transformation. But the idea remains as the betterment of qualities of the employees that can help them change their skills and attitude towards work. This collective individual growth of all the employees helps the organization to grow as a whole in the process.
Employees are the central and key elements for sustainability in any organization.
Yet often, they are sidelined among all the plans and strategies that are concocted for the growth of the organization. Talent transformation allows attention, focus and growth of all the employees at the same time benefiting the company. As the employee feels that his presence is being valued, there is a considerable amount of increase in his productivity.
Different organizations incorporate different techniques for talent transformation.
The process doesn’t change centrally, but differ according to the work culture of different companies. There are a lot of factors that affect the process and are researched before starting the process. It is often said that the process of talent transformation can lead to creation of leaders.
The first and foremost thing with talent transformation is that the process must be in alignment with the central business matrix. If the employees are being mentored about those skills which ultimately are of no use to the organization, then the process would be useless. Thus the employee must feel he is an important part of the organization while undergoing the process. Apart from this, keeping track of the past activities is also very necessary. By doing so, an idea about what really works and what doesn’t can be determined. Thus the process can be made better by working in iterations. One more method is to provide the employees with increasingly challenging assignments. This allows them to chart their own growth and measure their success while enhancing their core skills and core competencies. Some companies facilitate mentorship within the hierarchy such that the mentors and seniors provide constant encouragement and constructive feedback to other employees.
Allan Schweyer once said, “Human capital is a core corporate asset, just like financial and physical assets. As such, it must be managed the way companies manage other assets.”
Thus the human capital remains to be the main assets in this process. The sole aim is to ultimately benefit the employee and create new leadership units. All this requires serious thinking and strategies that could figure out how to invest in the human capital wisely. After the investment is done, steps are to be taken to optimize and measure its return. Thus the talent transformation is an important link that supports the organization in achieving goals and works as a critical business enabler along the way.