Talent Managememt 4.0 - Toward the next generation of talent management?

Talent-management-4.0-1-1024x341

About the real nature of talent management and the future of it.

Well, before talking about any suspicious 4.0, let's recap what talent management is.

1) TALENT MANAGEMENT DEFINITION

According to the various author, there are various definitions.

For some, Talent Management includes 7 Components:

  • Strategic Employee Planning
  • Talent Acquisition and Retention
  • Performance Management
  • Learning and Motivating
  • Compensation
  • Career Development
  • Succession Planning

For others, a bit everything of HR responsibilities falls in the Talent Management basket.

 

2) SO, TALENT MANAGEMENT IS A HR THING?

Hmm, I'd like to say "yes of course", but...

Well, let's say it... in most companies around the world "Talent Management" is stored in the HR box, and so under the supervision of HR.

 

Like it or not it's a fact!

The same goes for Organizational Development and Human Capital anyway.

HR, as I could have witnessed it many times, often in small companies, is more administrative-focused, 

dealing with pay, vacation days, benefits, and complaints...

Somehow a kind of accounting thing: kind of reporting "what's in / what's out" (I'm caricaturing a bit, of course).

 

 

 

On the other hand, for some authors, talent management is almost singularly-focused on helping and improving the top talent in the organization.  

If it helps you, you can keep this image in mind "professional development vs tracking attendance".

3) SO, TALENT MANAGEMENT GET & USE GREAT DATA, RIGHT? 

In a sense, if you want to do more "professional development" than "tracking attendance", you need to gather data and analyze them.

Sounds logical, isn't it?

Well, I believe that's what would do a scientist!

By the way, I got a science background. 🙂

When you study something (a new material for example), you need data, instruments to measure accurately something of importance!!!

And later on produce some kind of statistics, to get to some conclusion!

Kind of common sense, isn't it?

Well, you'd be surprised!!!

According to the New Talent Management Network, and to quote them:

 

Big Promise; Small Reality

Only basic people analytics are being performed by most organizations, undercutting the popular the narrative that companies are rapidly advancing in this space. The only rapid advancement seems to be in adding an HR analytics function, not getting deeper, more meaningful insights from it.

Despite people analytics having the potential to revolutionize the field of human resources, very few organizations outside of the largest (>$100B Revenue Annually) are measuring anything but the basics [including turnover, time to hire, engagement levels by manager, etc] using basic tools. There’s broad variation in the relative sophistication of analytics produced. Less than three percent of organizations boasted a people analytics function advanced enough to automatically analyze data and provide guidance to managers. A significant majority (67%) are measuring only basic workforce statistics or no statistics at all. 

 

4) WHAT'S IMPORTANT IN "TALENT MANAGEMENT"?

 

I previously said that:

When you study something, you need data, instruments to measure accurately something of importance.

I guess what's important in "talent management" is ... tadaaaaaa... the word talent.

I suppose the work of any scientist and philosopher starts by defining the terms he is using!

So, if you tell me talent management is a science, as some authors suggest it is, then where are the definitions of the terms you are using? 

I did not find! Maybe I did not search enough...

As a matter of fact, obviously, it's not clear for the ... "professionals of the profession"... probably not all of them. 😉

You see, there are huge differences between identifying the components of an activity and defining the essence, the core of an activity.

This is probably why according to authors there are different definitions, components for talent management.

Besides the fact it's obvious to me, I can tell you from the experience of coaching that clients always gain clarity when the concept, ideas they use, want to implement get a clear definition.

 

When clear definitions are set, we know what we are talking about. We can then move on.

 

5) WHAT'S A TALENT?

 

We need a definition of talent. Otherwise, we're just spinning around.

That's maybe your feeling about this article until now.

I made it on purpose because defining talent is far from being obvious.

I even wrote 3 articles on the subject of the real nature of talent (at the end of the article I'll give you the links)

Making short the 3 articles:

A talent is 

a mind ability strength,

a subconscious thought process ability strength,

- that is an accurate value judgment abilityabout the outside world (people, priorities, processes ) or about your own inner world (my self, my goals, my life )

In my humble opinion, if you want to do any real talent management, you must first be able to identify whose talents in your people.

6) SO, WHAT IS TALENT MANAGEMENT?

Talent management is managing those "accurate value judgment abilities" for a specific purpose.

If there's no purpose, then there's no real management at all.

These purposes can be Strategic Employee Planning / Talent Acquisition and Retention / Performance Management / Learning and Motivating / Compensation / Career Development / Succession Planning...

7) FINALLY, WHAT THE HELL COULD BE A TALENT MANAGEMENT 4.0 ANYWAY?

The "4.0" thing refers to the internet thing.

As you can see on the graph, the web 4.0 refers to the metaweb or about connecting intelligence.

 

The "4.0" thing refers to the internet thing.

As you can see on the graph, the web 4.0 refers to the metaweb or about connecting intelligence.

Before moving on, let's remind us the adage: "knowledge is power" [actually, today knowledge is more a potential power or a latent power] If knowledge is power, then using knowledge is using power. 

If you use "your" power(s), then it's making you powerful -in your own way. Said in another way, it's empowering you.

In our case, the use of the knowledge of our own (or others') talents is going to make us talented! It's going to make us powerful. It's going to empower us!

So, if the web 4.0 is about connecting intelligence via the web, then

Talent Management 4.0 is about connecting intelligence or "accurate subconscious value judgment abilities" of an individual, of a team, inside an organization for a specific purpose, in a smart way.

Tadaaaaaaaaaa 😉

I'm not a specialist in talent management software. So I can't tell you if there's any software out there that can help you do this.

However, linking talents (as defined) of an individual, a team inside an organization for a specific purpose, in a smart way is something a human being can do!

Now the links to the 3 articles

The real nature of Talent – part 1 – and it’s not skills!

The real nature of Talent – part 2 – Defining this Mind Ability

The real nature of Talent – part 3 – the nature of talent induces the nature of assessment

Hope this article was useful to you, maybe a bit provocative.

Don't hesitate to comment, share, like, agree, disagree

Xavier BARILLER

#TalentManagement4.0 #ValueJudgement #OrganizationDevelopment #OrganizationalLeadership #CareerEvolution #BusinessGrowth #OrganizationalChange #ChangeManagement #SuccessionPlanning #StrategicEmployeePlanning #TalentAcquisition #Retention #PerformanceManagement #Learning #Motivating #Compensation #CareerDevelopment

Leave a Comment