Who is and isn’t talent? It all depends…April 24th, 2008 |
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Great post over at Jon Ingham’s Strategic HR blog earlier this week on Managing Talent Who Aren’t Managers. It discusses how UPS identified its drivers as “talent” - which challenges how many organizations continue to view only managers or high potentials as talent.
UPS definitely has it right. In this case, drivers were considered talent as they are customer-facing and the true frontline of the organization. All too often, organizations tend to deem certain types of jobs as being highly expendable, and therefore not really worth the time or effort of including in talent management programs. What UPS found is driver turnover brought disruption in customer relationships, which is likely true in many organizations.
Talent management is important for all employees, regardless of what type of organization it is, or what their role may be. Consider this - the San Diego Zoo has rolled out an organization-wide talent management strategy, and certainly not every job at the Zoo involves a management position or sitting behind the desk.
Delicato Family Vineyards has everyone in the organization, including the cellarmaster and shift employees using its employee performance management system. The result for both organizations has been a more strategic approach to HR and greater employee engagement. When employees at all levels are engaged it means the company performs better.
So next time you see a delivery person in brown, visit the zoo or have a glass of your favorite wine, think of how your organization could be doing a better job creating an organization-wide talent management strategy.
Tags: HR, talent managementRelated posts
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