The approach of talent management is in fact not really new in Europe, however, on the one hand it has so far not at all really entered the strategic and corporate training and development level of companies (especially SMEs) and on the other hand does not at all make use of potentials of
digitalisation at all. European companies do hardly use active talent management in their human resources policies at least not on a strategic level, however, the term “war for talents” is ubiquitous.
European businesses (no matter which size) do have enormous needs in better talent management and especially the topic of talent analytics has been neglected so far: “Talent analytics is the foundation of all talent management initiatives. The most important talent management trends can be implemented, as they are fuelled by talent analytics. We would hope talent analytics would be mainstream by now, but unfortunately many organisations are still exploring the possibilities to use talent analytics.” (Tom Haak, 8 talent management trends for 2018 in: Zukunft Personal, September 2017)
Talent management could be and should be the answer from business to challenges of definition of competences, knowledge and skills, attitudes of persons, competences gathered through informal or non-formal learning, learning outcomes gained etc. With the approach of talent management (covering the whole process from talent identification, talent planning, talent development, talent evaluation) businesses could reflect and cover the concepts and results/achievements from the education (mainly VET) systems.
Three core challenges have to be tackled to achieve this goal:
a) Lack of instruments / tools for active talent management (especially talent analytics and also with a special focus on the situation and potentials/restrictions of SMEs as being the core nucleus of European economy)
b) Digitalisation and potentials of web 4.0 (the mobile web) for talent management (e.g. mobile recruitment, applicant tracking systems, talent communities etc.)
c) Lack of knowledge about modern talent management as HR function and bridge for the gap between initial VET, continuous VET, non formal and informal learning, corporate training and development as well as lifelong learning
Whereas larger and especially international companies and businesses are at least somehow applying parts of modern talent management and so contribute also to the European lifelong learning arena, especially local and smaller businesses do hardly use any of these methods and would need immediate support. This support shall be focused on the three identified challenges and provide (digital) tools and knowledge. These shall be the aims of the current project.
Project aims and intellectual outputs:
The main aims of the strategic partnership project are:
1) Implementation of an investigative research about existing and emerging tools (offline and online) about talent management with special focus on SME needs and web 4.0 as well as trends/methods of modern talent management (especially talent analytics) in Europe
2) Development of a tool box for modern talent management in SMEs with a collection of instruments and tools, their embedding in the process of talent management, potentials for SMEs, pros and cons
3) Development and implementation of a transnational learning, teaching and training activity for the methods / instruments presented in the talent management toolbox
- Investigation research: Available and existing approaches and instruments for the different steps of the talent management process with special focus on web 4.0 (digital instruments) as well as the usability on SME level. The investigation research will be performed in a
combination of a desk research as well as an empirical part. A research report including a tool summary will be drawn as intellectual output 1 of the project.
- Development of a tool box for talent management 4.0 for SMEs (intellectual output 2): The identified instruments (online and offline) will be gathered in a dedicated talent management toolbox for SMEs where single instruments, their potentials as well as examples of implementation and use are stated. The toolbox will reflect the whole talent management toolbox and be the core instrument source for companies, consultants, education and HR experts, social partner representatives, HR professionals etc. The toolbox will be made available in printed as well as in an online version.
- Development of a training programme for company owners, HR staff, supervisors, consultants: in a 5 day training programme (1.5 ECVET credits), the core target group of the project (company owners, HR staff from companies, external consultants, educationalists etc.) will be trained in the use of the single instruments presented in the talent management toolbox. The training programme will cover the whole talent management process from the perspectives of SMEs and also refer to the bridging function of talent management between the education system and the business world. (intellectual output 3)
- In a transnational learning and teaching activity the training programme will be conducted with min. 2 target group representatives from each partner country who then will act as multipliers and trainers for the local piloting of the training programme in each partner country. In each partner country, 2 local pilot training sessions will then be started with another 10 target group representatives testing the training programme in each partner country.