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Continuous training
Development
Encouragement
Initially control and error handling their own performance first hand their support financially and morally
Build trust between management and leadership
Training and continuous development
First of all we need to understand their career aspirations and ambitions... Need to identify what is their career objectives both short and long term. Then right opportunities, continuous feedback and motivation, performance improvement and personal as well as professional development opportunities... a good work culture and environment etc...
Talented peoples at any level are key asset, organization can provide them opportunities to learn and grow, internal support and advancement options, these employees can be supported by trainings, rotations and continuous feedback to make their performance more better.
Research Lab, On job training, Orientation, Assessment, Motivation and Development, Morale Building, Team spirit and initiative and Ethical and behavioral concepts.
Key components of a highly effective talent management process include:
A clear understanding of the organization’s current and future business strategies.
Identification of the key gaps between the talent in place and the talent required to drive business success.
A sound talent management plan designed to close the talent gaps. It should also be integrated with strategic and business plans.
Accurate hiring and promotion decisions.
Connection of individual and team goals to corporate goals, and providing clear expectations and feedback to manage performance.
Development of talent to enhance performance in current positions as well as readiness for transition to the next level.
A focus not just on the talent strategy itself, but the elements required for successful execution.
Business impact and workforce effectiveness measurement during and after implementation.
