Too many talent management initiatives fall short because they fail to include learning as a core component. Learning and development are the levers that help to ensure your talent management strategy realizes its full return and potential. Learning and development increases the effectiveness of multiple talent management processes, including performance management, succession planning, career planning, new hire onboarding and more. Learning helps drive the talent lifecycle, so if you’re committed to integrated talent management, bring a colleague, because this webcast is for you!
Don’t miss these webcast takeaways:
Don’t focus narrowly on performance appraisal; you need to be able to close identified skill and performance gaps.
Make learning part of your succession management and talent pooling activities because identifying the gaps in your leadership pipeline is not enough. Use development and learning to ensure that people move into new positions.
Use development to make career planning actionable. Giving employees visibility into career path readiness gaps is only the first step; give them targeted development plans to close those gaps and be ready to move into new positions faster.
Get newly onboarded talent forward-looking at development plans from day one to ensure you are not just throwing new hires into the deep end. Sink or swim is not a strategy.