{"componentChunkName":"component---src-templates-node-blog-js","path":"/en/blog/pozyskiwanie-talentow-dla-firmy","result":{"data":{"nodeBlog":{"id":"2e018898-69de-5ae5-9d59-6336147cce6e","drupal_id":"4e82a80d-b4c5-434d-a39d-a41ab481bd4f","drupal_internal__nid":1369,"internal":{"type":"node__blog"},"title":"Pozyskiwanie talentów dla firmy","body":{"summary":"","value":"\r\n
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W obecnych czasach nasze głowy często zajmują kwestie pandemii i jej skutki. Jak utrzymać firmę, jak zapewnić bezpieczeństwo pracownikom, oferując choćby możliwość pracy zdalnej. Jak nie stracić źródła dochodu... Niepewność, reorganizacje, zwolnienia. Coraz częściej mówi się o powracającej erze pracodawcy. Jednak nawet teraz firmy potrzebują talentów, które są ich siłą rozwoju.

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Jak zidentyfikować talenty?

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Częstym, błędnym założeniem jest to, że talent mieści się jedynie w danych ramach wiekowych. Jedni rekruterzy usilnie szukają talentów wśród młodej kadry. Inni zaś uważają, że zbyt młody wiek i brak doświadczenia nie pozwoliły jeszcze na rozwój pracownika. A przecież taki nieoszlifowany diament dzięki wsparciu managera rozwinie się i podniesie swoje kwalifikacje, stając się prawdziwym skarbem dla firmy.
Coraz częściej firmy korzystają z zaawansowanych narzędzi IT, aby odkryć cenne talenty. Ciężko tego dokonać przy samej rozmowie kwalifikacyjnej. Niektórzy rekruterzy przeprowadzają testy, identyfikujące mocne i słabe strony kandydata.
Jednak praktyka pokazuje, że prawdziwa weryfikacja następuje dopiero podczas codziennej pracy. Dlatego też firmy wprowadzają specjalne programy, polegające na systemie staży, dzięki którym nowi pracownicy mogą poznać narzędzia, system pracy oraz poczuć atmosferę panującą w zespole, zaś managerowie mogą ocenić choćby szybkość uczenia się, umiejętność współpracy, radzenia sobie ze stresem, czy kreatywność.

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Według Testu Talentów Instytutu Gallupa istnieje 34 różnych talentów, pomagających doskonalić się zawodowo.

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osiąganie, aktywizowanie, elastyczność, analizowanie, zorganizowanie, pryncypialność, dowodzenie, komunikatywność, rywalizacja, współzależność, myślenie kontekstowe, rozwaga, rozwijanie innych, dyscyplina, empatia, bezstronność, ukierunkowanie, tworzenie wizji, zgodność, odkrywczość, integracja, indywidualizacja, zbieranie, intelektualizm, uczenie się, maksymalizm, optymizm, bliskość, odpowiedzialność, naprawianie, wiara w siebie, poważanie, budowanie strategii, czar
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Aby ułatwić identyfikację i zarządzanie talentami powstały takie narzędzia jak SAP SuccessFactors. Pracownikom pozwala na określenie choćby własnych celów i preferencji, zaś menadżerom oferuje wgląd w te informacje.
W skład SAP Success Factors wchodzi szereg modułów:

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Jak zatrzymać talenty w firmie? Myślenie o przyszłości

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Choć raczej rzadko zdajemy sobie z tego sprawę, o wiele ciężej jest zatrzymać zdolnego pracownika w firmie niż odkryć jego talent. Po to właśnie oferowane są systemy benefitów jak dostęp do prywatnej opieki medycznej, karta sportowa czy zdrowe przekąski. Pamiętajmy, że ten aspekt zatrudnienia nadal jest istotny w wielu firmach, choć przyćmiły go zmiany spowodowane pandemią koronawirusa. Myślenie o rozwoju talentów nie może być krótkoterminowe.
Najważniejsze to zapewnić możliwość rozwoju zawodowego. Dobry manager nie tylko odkryje talent, ale też zaplanuje mu taką ścieżkę rozwoju, aby umożliwić podniesienie kompetencji pracownika i zapewnić ich realne wykorzystanie.

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