{"id":30249,"date":"2023-01-31T09:42:00","date_gmt":"2023-01-31T08:42:00","guid":{"rendered":"https:\/\/www.i3s.es\/blog\/modern-talent-management-in-companies-supported-by-technology\/"},"modified":"2023-11-08T13:17:28","modified_gmt":"2023-11-08T12:17:28","slug":"modern-talent-management-in-companies-supported-by-technology","status":"publish","type":"post","link":"https:\/\/www.i3s.es\/en\/blog\/modern-talent-management-in-companies-supported-by-technology\/","title":{"rendered":"Modern Talent Management in companies supported by technology"},"content":{"rendered":"\t\t
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One of the great challenges facing companies<\/strong> today is to maximize the commitment<\/strong> and productivity of<\/strong> their employees in a complex, ambiguous, volatile and uncertain environment.  Quite a challenge.<\/p>

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Human Resources departments are continually looking for ideas to design <\/strong>attractive salary policies, personalized professional development plans, exciting training itineraries, differentiating Work-Life Balance plans, motivating and effective work methods.<\/strong>.., in short, aspects that serve to attract and retain talent<\/strong>. A lot of effort and resources are put into this, but it often does not work. Why?<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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The challenge<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Because generating commitment and influence necessarily involves listening<\/strong>, and that is not always easy. Organizations need to know the needs of their employees, and of course measure the impact that their actions have on them, to know whether or not they are meeting those needs, which can be as diverse as the number of employees the company has… Everyone has their own.<\/p>\n

There will be workers who are motivated, above all, by a good salary; others who prioritize work-life balance, a good working environment; there will be many who are proud of the organization they work for (they consider it a good company, with a good reputation); others like the location in which it is located….<\/p>\n

In the past, the aim was to get a job “for life”; today the aim is to be able to progress, not to stagnate… Consequently, trying to satisfy all workers by the same standard is no longer valid today.<\/p>\n

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It is clear to us, then, that employees are one of the most important links in a company <\/strong>and therefore they must be treated with care and attention, but we must know how to do it , and for that we must listen to them<\/strong>. But in what way?<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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Technology<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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There are companies that have internalized the importance of listening to their employees and deploy all the tools at their disposal, but there are still many that do not. Most companies rely exclusively on an annual survey as the only means of listening to opinions and learning about the employee experience<\/strong>. Undoubtedly, this is something positive that, in addition, allows us to see an evolution. However, today’s human resources departments have a multitude of tools to measure employee experience.<\/p>\n

The large technological advances allow us to access specific solutions that allow us to obtain relevant information, which contemplate listening to the employee.<\/strong> From another perspective and based on their feedback, we can identify the main drivers of engagement and take specific actions to significantly improve it throughout its life cycle in the business project.<\/p>\n

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This requires extending the transactional system that considers the operational data (o-data) coming from the Human Resources Management Systems with those related to the Experience (x-data) collected through surveys and evaluations that allow incorporating information about what employees feel and think.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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The strategy<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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The trend points to the design of a “listening strategy”.<\/strong> for all organizations interested in the talent retention<\/strong>This is nothing more than defining a short-, medium- and long-term listening strategy that allows us to understand the employee experience, the organization’s culture and help us make decisions that have a positive impact on the business.<\/p>\n

This strategy allows us to: <\/span> <\/strong><\/p>\n

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