9 Talent Management Pain Points To Alleviate With HR Tech

Introduction

This year, talent management is reaching new heights and breaking previous benchmarks with agile career pathing, unified and personalised dashboards and self-serving portals. However, no matter how the technology and trends surface, talent managers are going to face issues at one stage or another. So, there has to be a scalable HR tech in place to mitigate talent management pain points. The tool must be change-ready and future-forward. 

That way, streamlining 100+ HR modules in the talent management wing is easier and tracking HR woes when it comes to managing rising talent will be smoother, manageable, and bearable for even a first-time HR manager. 

So, read the post ahead and find technically advanced solutions for battling, tackling, and conquering talent management pain points like a pro.

Also read: Talent Management in the Age of AI

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9 Talent Management Pain Points to Tackle from Hire to Retire

1. Encourage Meaningful and Passionate Workflows

The workforce of today and tomorrow, which is majorly millennials and Gen Z, don’t have to be hired just for the job. They want to blend their work into their personal lives seamlessly and balance both like pros. 

For that, they are always on the lookout for meaningful and purposeful job profiles. They want to be able to contribute more and continuously at the work front with autonomy, flexibility, and authority. 

To tackle this talent management problem, HR professionals must invest in succession planning and agile career pathing. They must create non-linear job descriptions and hire talent for transferable skills. 

That way an individual can decide their journey in the organisation as long as they are able to spark enthusiasm and passion in their work. 

2. Offer Competitive Salary and Compensations

Everyone likes to get paid handsomely and competitively to have the inner boost of motivation to do better the next time at work. That’s the most basic requirement and need of an employee, especially the ones who are star performers. 

So, implement the 9-box grid in your organisation. Use the personalised dashboard to leverage this grid and find your star players. Know who is ready to take on new responsibilities, who deserves a doubled-up raise, and who needs a serious promotion after showing commitment and loyalty to the organisation. 

With competitive salaries and praise on time, employees would be retained for a well-deserving period. The organisation also becomes the best choice for such a person who wants to continuously outperform and deliver the best results with AI and automation as well in the picture. 

3. Continuous Learning and Development Opportunities

Your talent has to embrace new learning and development opportunities to be relevant in the era of AI and human collaboration. That does not happen on its own. The organisation must have the right setup, tools, and devices to provide that exposure to the employee. 

For example, succession and manpower planning, asset management 9-box grid, task and project management, and eLMS modules together form a holistic framework for reassigning and reallocating tasks to your most performing human at work. 

It gives them a new area of work to explore and get better at their core capabilities or discover new talents on the job. 

4. Exercising Open-Mindedness as a Core Inclusive Initiative 

Open up dialogues through discussion forums, surveys, polls, and feedback loops to manage talent’s behaviour and performances. This is also one of the core inclusive practices to follow. 

When your team members have an outlet to vent, share their concerns, and resolve issues on time, managing their billable hours becomes effortless. 

That is when they start becoming more productive because they also get better at opening up to senior management and sharing concerns without hesitation. 

Once regular misconceptions and misunderstandings are out of the way, the people management process is smoother, transparent, empathetic, and more target-oriented. 

5. Investing in Positive and Progressive Employer Brand

Achieve a positive and progressive employer brand. Often, it is one of the most common pain points while managing talent. When the employer is not famous, sustainable, or reliable, often it isn’t easy to acquire the right talent at the offered price. 

Thus, implementing self-serving portals and systems in place to reduce the workload of an employee is one smart way to improve your employer brand. Employees love to work where their minimum efforts can produce gigantic results. 

That happens with the help of an HRMS suite and system. It streamlines most of the manual work for the HR specialists and their team members. Then, it has AI tools to automate redundant research or process-oriented work. 

That leaves HR leaders with enough time to brainstorm and create positive employee-employer relationships on the move. 

6. Sourcing Relevant Candidate Internally 

Find the best talent in your organisation when you endorse their skills and provide them with a platform to add new skills. Employees can leverage skills and endorsement plugins in their organisation’s uKnowva instance. 

Each individual can add their skills, and their colleagues to vote on those skills. Later, the talent hunters can search for users based on their skills, previous projects and experiences, and designations on the intranet. 

It helps to source the talent for micro and macro ad hoc projects easily. This process helps to tackle one of the challenges of scouting the right expert for faster project TAT for talent hunters. 

7. Succession Planning Strategies

Implement a succession planning module in your organisation using uKnowva. Find the high-performing and star players. Check who is delivering the most in the individual departments of your organisation. 

Find who can lead tougher projects on the go. Evaluate their performances against the KPIs of a successor you want to create and retain in the firm. 

This way, you do not have to keep on chasing everyone in the firm to lead the baton of a particular department. All the historical datasets related to projects, tasks, attendance, leaves, and timesheets are available at the HR analytics dashboard of uKnowva for a client when they implement it. 

This gives any talent hunter in the organisation a bigger picture of who can succeed in the strategic job role with finesse and minimum effort in the long run. 

8. Building a Sustainable Employee Referral Program 

Attracting and retaining top-class talent is one of the pain points for talent managers. One way to tackle it smartly is by deploying a sustainable employee referral program. Do that when you implement uKnowva in your organisation. 

Our HRM software lets you configure and customise employee referral programs. You can decide on the percentage to give to your employees after each successful referral that gets onboarded and confirmed for full-time employment. 

The system will maintain the record and form analysis at the backend on the HR leader's behalf. They can pivot the data with drag-and-drop functionalities in the dashboard and understand which employee is referring to the best talent in the long run. 

9. Advanced Employee Engagement Strategies

Reimage and restructure the way you engage with your staff this year. Make every conversation meaningful, purposeful, and impactful to turn insights and opinions into actions. 

Do that with the intranet we offer that has private and group chats embedded in its messenger if you need that on demand. Other than that, it offers:

• Clickable and sliding announcement boards
• Suggestion boxes
• Notice boards
• News feed
• Employees who have anniversaries and birthdays in the coming month
• Feature to post content
• Polls, surveys, and events
• Calendar invites
• Finding who is active and adding them to your network

Those are just a few features which I am highlighting here to boost the intranet and its scope. The engagement from your staff on the intranet can be from anywhere. Two or more people can literally be at opposite corners of the country or state while resolving mundane HR or work-related issues on the unified and interactive intranet. 

This removes the burden on HR to help combine the synergies of the people online. Rather, HR professionals are now having ample time to work on new-gen policies and handbooks. They are actively deciding the trajectory of the culture ahead, while an intelligent intranet helps to streamline communication, engagement, and collaboration on the go. 

Conclusion

Conquering talent management pain points is easier when you have EI and AI-driven HRM tech like uKnowva. So, this blog highlights 9 intelligent, feature-rich, and tech-driven points to tackle HR’s talent management challenges proactively. Implement the same in your organisation when you implement uKnowva to draw data-driven results that matter and have long lasting impact in the business growth. 

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FAQs on Talent Management Pain Points 

Q1: What are the common challenges in talent management?

A1: Talent management often faces challenges such as sourcing top-tier candidates, ensuring cultural fit, and addressing issues related to employee retention and development. These challenges necessitate strategic planning and innovative solutions.

Q2: How can strategic recruitment planning alleviate talent acquisition challenges?

A2: Strategic recruitment planning involves identifying critical roles, defining required skills, and utilising analytics for effective decision-making. This targeted approach streamlines the hiring process, ensuring the acquisition of talent that aligns seamlessly with organisational goals.

Q3: What role does onboarding play in tackling talent management pain points?

A3: Holistic onboarding procedures contribute significantly to talent management success. Beyond administrative tasks, onboarding should immerse new hires in the company culture, fostering a positive initial experience that enhances employee engagement and retention.

Q4: How can organisations address the need for continuous learning and development?

A4: Establishing a framework for continuous learning and development is crucial. By investing in employee growth, organisations ensure that their workforce remains adaptable and skilled, addressing challenges related to evolving job roles and industry trends.