- Each year, businesses develop goals

to achieve their overall business strategy.

These goals change frequently throughout the year.

Being able to react quickly to changes

in competitors and industry trends

is critical to your company's success.

An effective talent management strategy

also needs to be able to respond to changes

in business needs.

The strategy starts with knowing what talent is needed

to achieve business goals.

You need the right people with the right skills

in the right roles.

Your company may be expanding into global markets,

developing and launching new products,

or selling to new types of customers.

All of these changes will require new

or different types of leaders

and most likely team members with new skills.

As business goals are being set,

HR and business leaders should work together

to identify what type of new roles will be needed

and how many people it will take to fill those roles.

Look ahead and try to anticipate what might be needed

throughout the year.

As you grow globally,

new types of leaders and team members will be needed

who can succeed in a global environment.

You may need more leaders to support the business goals,

more engineers with experience in new areas,

new teams focused on innovation,

or a new customer support organization.

So how can you determine what roles and skills are needed?

Start with your business goals.

If you're in the business,

spend the time to identify new teams, leaders,

and jobs that are critical to your success.

If you're in HR,

work with the business to understand which functions,

departments, and roles need to be added or changed

to support the business.

It's typically the role of HR

to document what types of jobs are needed.

This information is turned into job descriptions

used to recruit external candidates

and identify internal employees

who could take on these positions.

Next, figure out what new skills are required.

Each business goal will require teams of people

with certain skills.

Identifying the required skills

is critical knowledge you'll need to hire the right people

and develop your existing leaders and employees.

Global teams may need people who speak other languages

or have strong collaboration skills.

Sales teams might need experience

in selling to different types of customers.

Finance teams may need to be able to work

with a new level of complexity given the business goals.

So document the skills and experiences

which are fundamental to the role

and be as specific as possible.

Start by identifying what success looks like in each role.

That means there needs to be agreement on what each role

or team needs to accomplish.

From there, you can identify the skills

and knowledge associated with success.

You may also identify work experiences that are critical

for someone to be successful in the role.

Bottom line, you'll save time and money

by knowing what you need.

Your talent management efforts start here.

Do it well, and you'll be able to hire the right people

with the right skills to achieve your business goals.

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