Talent isn’t just a challenge to solve today - part of every human resources team’s role is ensuring that your organization has a vision for where the organization is going and where the talent will come from to support your organization’s growth.
To face this challenge head-on, companies must not only understand what their current workforce looks like - they must understand what training their young, new talent will need to make sure they are on the right track to become the next generation of leaders.
Here are our guidelines for developing your talent pipeline:
Assess where you are today as a company. Do you have the talent you need for your immediate objectives? Is your organization on track with internal culture, customer satisfaction and revenue goals? Do you have paths for advancement and growth mapped for your employees?
Articulate your vision for the future of talent in your organization. This means aligning your employee force with the company’s plans for growth. Where can your existing employees grow to fill emerging needs? Where do you need to broaden your recruiting efforts to reach new audiences?
Identify talent gaps. Do you have structural gaps where employees hit a ceiling in their professional growth? You can improve employee retention and satisfaction by providing more opportunities for employees to keep growing throughout their careers with training and mentoring.
Match your employee development program to your talent goals. Your employee development efforts should support every worker. It does not matter whether they are the newest sales associate fresh out of college or the director of marketing who has years of professional experience. Every smart organization provides programs to support workers in their existing positions and opportunities to grow in other areas.
Structure your learning program to support your employee development goals. Create both workforce development programs and additional resources for employees to explore new skills and challenges.
Employees are eager to learn when there is a system in place for benefits and advancement. Research different ways your plan your learning and development program to find what works for your company. Align the needs of the of the organization with the capacity of employees and then match employees with programs suited best for their needs.
As you create your workforce development programs, OpenSesame offers flexible licensing that can fit into different organizational capacity-building models:
1) Ecommerce purchases. When you’re building training programs to support specific development goals, you can purchase unlimited or by-the-seat licenses for great training courses. Purchasing up front helps you access volume discounts to help you develop your staff with the best possible pricing.
2) Pay-per-use (PPU) pricing. When you want to offer a wide selection of professional development courses to your employees, you can use PPU pricing to offer a wide range of courses while paying only for what you actually use.
To learn more about the different OpenSesame license types, check out Three Ways to Use Online Training from OpenSesame: Online, via CourseCloud™ or in Your LMS.
(Image source: USACEpublicaffairs' Flickr)