Twitter Facebook LinkedIn Flipboard 0 Talent development is an intensive and complex process that is worthwhile, if performed effectively, because of the great results you can achieve— reduced turnover, improved productivity, improved succession planning, etc. To accomplish these goals, you need to set up your talent development for success. Otherwise you’re program likely will be saddled with confusion, frustration and a lack of focus. Below are five actions to take. 1. Define the required competencies for each job (e.g. soft skills, technical skills, level of experience) through a benchmarking process. This is critical for knowing which training materials to create and/or purchase, and to know which employees should be given which training. 2. Acquire quality, thorough, and relevant training and learning materials. Whether created internally or from a service provider (e.g. OpenSesame), the quality of your materials has a direct role on the quality of the training—and on the results you achieve. 3. Use a quality learning management system (LMS) to help you organize the process. An effective talent development program requires a smooth, efficient process. The process is complex enough that it’s virtually impossible to run well without the help of technology—a learning management system. A quality LMS allows HR, employees, supervisors and training managers to know the status of training activities that are relevant to them, so everyone knows what to do. For example, HR can see the status for all employees, individual employees can see their own status. 4. Use assessments to identify the skills and competencies employees have, and areas that need improvement. Assessments show employees’ strengths and weaknesses in key areas, making them great tools for determining the skill and competency areas individual employees need to develop. In other words, assessments help you guide employees’ training for maximum benefit of both the employees and your organization. 5. Create specific, reasonable goals for talent development efforts. While these can and should be adjusted over time, having goals gives you a measuring stick for determining if your results are satisfactory or not—and if significant adjustments are needed. As you move forward with your talent development program, it’s important to evaluate your results for each of these actions. Have you determined the right competencies for given jobs? Are you training and learning materials of high quality and aligned with job requirements? Is your LMS working for you? Are your assessments helping guide employees’ training? Are your goals reasonable, or should they be adjusted? The great thing is, if you get these five actions right, you’ll be on a path to success. Of course, there’s much more that goes into talent development. For a guide that details the keys for successful talent development, download our article “3 Steps To Achieve Talent Development That Drives Organizational Success.” Twitter Tweet Facebook Share Email This article was written for Business 2 Community by Sean Pomeroy.Learn how to publish your content on B2C Author: Sean Pomeroy Follow @Sean_Pomeroy Sean is the founder and CEO of Visibility Software, a provider of Cyber Recruiter (talent acquisition-ATS) and Cyber Train (talent development-LMS) software solutions. He has a blended mix of Human Resources experience spanning more than 20 years which includes being an HR practitioner, selling and consulting in the… View full profile ›More by this author:5 Tips to Launching an Effective Learning Management & Employee Development ProgramHow the Right Applicant Tracking System Improves Candidate ExperienceImplementing a New ATS? Follow These 5 Tips.