Internal talent: How to make the most of what you already have?
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Internal talent: How to make the most of what you already have?

Talent Management

Internal talent: How to make the most of what you already have?

April 20, 2016 Colette Wade

So much time and effort is spent hiring the ‘best new employee’. But what about the people who already work for you? How do you stop them from becoming somebody else’s new hire?

Multi-national companies can be particularly susceptible to job hoppers. The problem is that at larger companies there is often little standardisation in learning and development, everything is masked by a wall of complicated processes and spreadsheets.

This was one of the issues faced by Canon. With over 18,000 employees in Europe working across 22 offices, a reliance on localised and manual processes prevented essential talent priorities being pushed forward.

So, how do you resolve this?

First and foremost, streamline and standardise all your HR processes. Canon integrated their talent management processes into one system to better oversee the whole employment cycle.  Rather than using multiple systems across different office branches and disciplines, they now have one unified solution. Learning and performance management is consistent for every employee.

Secondly, change your employees’ perception of internal development. Put the control of their progress in their own hands. Canon wanted to use a software system that empowered their employees, supporting an employee-led approach through allowing employees to play a pivotal role in their professional growth.

As a result, there has been a huge boost in employees’ proactivity when it comes to their careers. Standardised learning opportunities mean employees no longer passively wait for the company to decide their future, they take action themselves. Not only are employees more actively engaged in their reviews, they are actually setting their own goals. Transparent performance criteria throughout the company has also facilitated a true understanding of employees’ role in the company and its future. Far from disengagement, employees can now clearly see internal career opportunities.

Canon is also much better equipped to help their employees realise these career aspirations. Full access to current CVs and employees’ career plans mean they can truly analyse employees’ skills and ambitions and make key hires internally. Internal talent is no longer overlooked.

With full ownership of their career paths and talent management activity fully disclosed, employees are being engaged and, more importantly, retained.  And Canon is reaping the benefits. A clear endorsement for appreciating what you have. 

About Colette Wade
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