training & development

Talent management and employability

Talent management and employability are two requirements that most managers have high on their action list. They are also hard to deliver on and don’t lend themselves to short-term deadlines. Talent management and employability are ongoing processes with no end date. Alert has the specialists and expertise to help you anchor talent management and employability in your organisation.

At Alert, talent management begins by assessing your current capability level: whether you have the right people in the right places. Next, we determine which actions influence how roles are filled and, setting a baseline, develop a plan for the next five years.

Personal branding and other help

As well as the above, we also offer a ‘company health check’. This involves looking at HR support and conducting research in a number of departments. We then link various courses to the findings at an individual level. Starting with soft course skills like sales training, customer service training, time management, leadership.

Finally, we help companies with the outplacement of employees who want to or must find a new job or career move. Our specialists provide them with advice, support and job-seeking help so they find a new job faster.

frequently asked questions

Yes. We can provide long-term guidance on talent management, employability and making HR strategy futureproof. In addition, we offer company health checks that give you a deeper insight into the current state of your HR provision.

When talent management is applied and conducted correctly, you can expect to see the impact in terms of profitability, a reduction in time lost to illness and a reduction in the number of people leaving who you actually want to keep.

Employee wellbeing is one issue that springs to mind as being high on managers’ agendas today. You can achieve this, among other things, by creating a welcoming working environment and allowing your people to determine what for them feels to be the best balance between work and private life. Another tip is to replace the half-yearly and annual performance reviews with monthly ‘check-ins’. This makes it easier for employees to implement incremental feedback and for managers to evaluate the change. The last trend is for employers to invest in enhancing the ongoing employability of their people. Essential factors to consider here are skills versus competencies, the degree to which someone feels connected to their work, job requirements and responsibilities and the level of support people get from their managers.