No company has the means to lose its talents. Whether a small and medium organisation or larger, the flight of skills is not necessarily the result of poor performance or personal reasons of an employee, and it is also due to improper skills management, which, if not optimized, are wasted.
Talent and skills management is wide open; it is no longer just the elitist lot of pure geniuses. Expertise in the workplace is more like that set of skills and abilities that every employee has. Talent is a precious asset, especially since the role of each staff member of an SME is often crucial.
Here are some notable points that will help manage the talents of your company.
Act on time:
Some decisions sometimes have to be made quickly. Except that when it comes to the career management of an employee, it is difficult to rush things. You could miss out on an invaluable talent, even affecting an employee's mobilization.
Make sure you can act on time and diligently, without compromising the relationship with the employee. A definite human resources plan will enable you to perform quickly and efficiently without losing your overall vision.
Skills management is a team affair. In this respect, the small number of employees of an SME is in your favour: it will be easier for you to have access to both the manager and the employees. Take the time to discuss the company's vision and department with the manager. Establish together the direction his department will take and
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