Multiplying talent and increasing competitiveness are supported by an organization’s capability to develop and deploy talent. A talent-powered organization must be a learning organization that values, enables, and measures learning as a vital aspect of how it does business and how it defines itself. By investing in learning and development initiatives, a talent-powered organization can improve its knowledge management capabilities, and use them to build skills and improve competitiveness.
High-performance learning companies can be characterized as follows:
1. They structure their learning initiatives and content to support key strategic priorities.
2. They use sophisticated methods to measure the business impact of learning in terms of improved satisfaction, retention of customers and employees, improved product and service quality, and other business goals.
3. They reach out to offer learning programs across their company’s value chain, including both customers and channel partners.
4. They develop competence where it is most critical, and focus their performance improvement efforts on employees who add most directly to the company’s financial success.
5. To capture and deliver relevant knowledge and experience to the workforce, they integrate learning with talent management, knowledge management, and performance support.
6. They use a variety of learning delivery methods, and employ leading-edge technologies and knowledge management applications.
7. They develop effective leaders and design successful leadership courses, which they offer to the entire organization to improve critical leadership skills and instigate a productive shift in the company culture.
The advances in internet technology have helped learning and development initiatives by reducing the cost of providing a variety of learning options. Online learning has become a component of a more blended learning approach that takes various learning styles and technologies into account. Talent-powered organizations must assign and combine talent to give employees opportunities in roles and experiences that will have a strategic impact. Effective talent deployment involves matching the task and work requirements to the available talent, so that eventually the organization will always have the right people doing the right tasks at the right time.
In today’s business environment, deployment is no longer structured along organizational roles–jobs and tasks can be easily moved to different individuals as often as they switch positions. Work tasks can be divided and distributed, or even sent to workers or vendors world-wide in the pursuit of the required talent. Some organizations use this capability to create 24-hour work teams, passing work output from team members in one location to others in locations around the globe.
Design and Developed by WPoets