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Role of Talent Managers in Bridging Skill Gaps of the Workforce

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Role of Talent Managers in Bridging Skill Gaps of the Workforce

In the context of an organization, a talent gap can be said to be the gap between the organizations’ requirements in terms of skills and capabilities of its workforce and the actual skills or talent they have. Organizations world-wide are faced with a widening talent gap. The underlying causes of a talent gap in today’s organization could be due to the changes in the nature of the job or the absence of relevant education that provides the skills required for the job. Smart organizations will anticipate future requirements in terms of human skills and manpower and try to address the situation with creative solutions. Here are some of the ways that human resource managers, who are invariably the talent managers of an organization, can reduce the talent gap in their organizations.

  • 1. Coaching and Mentoring: HR managers / Talent managers can devise coaching and mentoring programs whereby an individual with the requisite skills can mentor and coach another employee(s) in similar skills so that the organization benefits by widening its talent pool.
  • 2. Training Programs: HR Managers need to take stock of the skills requirement periodically. Training programs can be organized creatively using online training programs or by collaborating with external institutes/ professional bodies who specialize in imparting the requisite skills.
  • 3. Job redesign & Talent Mobility: Redesign the job so that the right person is assigned to the right task according to his/her specific skills-set, thereby ensuring maximum satisfaction. Employees might acquire news skills after they have joined an organization. Managers need to monitor this and promote talent mobility within the organization so that existing talent is optimally utilized.
  • 4. Formalize job rotation program: Instead of limiting an employee only to work of a particular nature, let him gain more exposure by getting involved in shared work activities.
  • 5. Look beyond resumes: Employees normally have to fill in the employment form with detailed information about themselves and their skills. Use this employment form to search for specific skills that may have otherwise been overlooked. Sometimes, organizations are successful in tapping hidden talent in this manner.
  • 6. Succession planning: Every organization has key people who contribute to its success. But these key people are not going to hold their position forever. Organizations must be prepared to groom the next batch of leaders who can easily step into their predecessors’ shoes once they move out of the organization.

There is a constant requirement for news talents and skills in organizations. Organizations need to develop a comprehensive talent management strategy in order to stay competitive in the market with respect to attracting suitable talent. By nurturing existing talent and recruiting in anticipation of future needs, organizations will put themselves in an advantageous position.

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