The most successful companies combine external recruiting with educating talents and leaders themselves. You need to succeed with this if you want to win the war on Strategic competence management – Talent Management.

Managing employees’ skills and talents are essential for business to grow. We live in a time when human capital is becoming increasingly important – greater responsibility and complex problem solving is put on the individual.

Detecting and educating employees who are extra talented is an important piece of the puzzle in a company’s survival. Even though talents in many cases distinguish themselves through their ability to make their own decisions and pursue them, it is important that companies are involved as early as possible. The full potential of the talents are best reached through a tight cooperation between the company and the employee.

We list the six key points to successfully utilize the company’s future stars.

# Motivate employees to develop in directions that benefits the company. Have an open and honest dialogue where you talk about what the company needs. Find your common goals.

# Raise company strengths. A strong corporate culture facilitates strategic professional growth. Talents wants to be in a workplace with other talents – especially in combination with a strong brand. In many cases, this is more important than salary.

# Embrace new technology and create involvement. Take advantage of social learning tools – encourage employees to share their own development, at lunch seminars, through video or games. There are no better ambassadors for the company than the talents themselves.

# Have a clear plan for succession. Many companies have no strategy for what happens if people with key skills leave. Through for example trainee programs, you can make use of human capital.

# Identify the company’s key persons. What do these individuals do? Ask yourself: What are you prepared to do to keep them?

# Define company career paths. Successful people are likely to want to have a clear picture of their future. They need to know how they increase their skills and how they can advance. Studies show that clear career paths are important for many employees.

Talent management can be translated with Strategic competence management. It is about identifying, developing and retaining key personnel within the company.
There are several ways to find these, for example through trainee programs or mentoring programs. Everyone has the same purpose: to secure the company’s human capital.