Digital Talent Management Framework

 

https://genesis-aka.net/information-technology/management/2021/07/09/use-a-digital-talent-management-framework-to-future-proof-the-it-workforcegartner/

What is digital talent management framework?

A concept called "digital talent management" was created to increase an organisation's or company's capacity for attaining its objectives. A productive labour system for gathering these human resources is what this endeavour aims to achieve. The goal and mission of the organisation must be in alignment with this digital talent management framework. What goals does the organisation have? What are the requirements for ideal employee candidates? By implementing a procedure like this, HRD will gain more insight into the general requirements of the ideal applicant as measured by skills, attitudes, or other benchmarks.

According to Mok, L. (2022), there are key questions in any digital talent strategy.

• How do we prepare a workforce in IT for the future?
• How can we find and hire digital talent who possesses the necessary skills and competencies?
• How do we keep the knowledge and abilities of the current workforce current and relevant?
• How can we keep our employees and inspire them to work harder, engage more, and commit to the company?
• How do we release and oversee worker migrations out of the company and into other environments?
• How can the effectiveness and influence of IT personnel be measured and related to business results?

From recruitment through renewal and retention through talent release, the Gartner Digital Talent Management Framework approaches digital talent management from a life cycle perspective.

This method can be used by CIOs and IT leaders to identify and prioritise the requirements for digital talent and skills, as well as to design strategies to evolve the workforce and meet changing business priorities.

https://www.gartner.com/smarterwithgartner/use-a-digital-talent-management-framework-to-future-proof-the-it-workforce

Recruit

To find, entice, and hire high-potential individuals, concentrate on the following four essential recruitment components.

01.Descriptions of the job and skill profiles

Job descriptions should be outcome-based, competency-centric, and help applicants visualise their personal and professional development, creating a bigger talent pool and recruiting high-potential IT talent.

02.Employer branding

CIOs should develop an employee value proposition (EVP) to draw in and retain top IT talent and make job advertisements clear of their brand values.

03.Selection

Organisations want a tech-enabled recruitment process that is objective, supports diversity, equity, and inclusion, and can hire a large volume of candidates for IT posts. CIOs, IT executives, and hiring managers may use data and artificial intelligence tools to quickly screen, evaluate, and find high-potential employees. These technologies can aid in providing applicants with more relevant and customised experiences.

04.Onboarding

A successful onboarding process can guarantee a long-lasting, mutually beneficial relationship between organisations and their workers. Increase the length of the process from a few weeks of orientation to six months or even a year to ensure that employees have time to assess and improve their skills and competencies in order to achieve performance objectives. This is particularly crucial in hybrid and remote work settings, where cultures may feel more distant.

Renew

The leadership should concentrate on the following in order to maintain ongoing staff renewal that supports the shifting requirements of digital business:

01.Making a strategy for your future while developing your skills and competencies

CIOs and IT leaders should encourage an upskilling and reskilling culture by recognising and developing current employees, and encouraging them to take competence evaluation exams.

02.Planning and managing the succession

CIOs must deal with disruptions like the upcoming retirement of important leaders or the loss of personnel with in-demand skill sets in a talent market that is becoming more and more competitive. Organisations that embrace succession planning and management as an ongoing process can:

• 
  
• Bounce back from disruptions
• Seize new opportunities
• Feel confident that they have capable IT talent to fill the void in pivotal roles

(Endeavor,2021)

Retain

Recognise the elements that affect employee engagement and create a holistic incentives strategy to inspire and keep employees over the long term.

01.Employee engagement and experience

For the purpose of identifying potential improvement areas, compare their employee engagement scores. How work settings, productivity, and accountability interact has 

evolved as a result of the global transition towards a remote IT workforce. To keep staff members happy, inspired, and productive in a virtual setting, adopt a more intuitive and compassionate leadership approach. Gather and analyse employee input by conducting pulse surveys. The outcomes will show how well hybrid and remote workplace concepts can improve employee productivity.

02. Total rewards strategy

A whole rewards approach provides a comprehensive means to deliver the organisation's EVP, including remuneration, benefits, career management, performance recognition, and work-life balance.

Release

Former employees might return to the company in the future, or they might start working as important customers, partners, or brand evangelists. As a result, offboarding and transition planning take on equal importance to onboarding new employees.   

01.Transition planning

Different situations result in different types of transitions in businesses. There may be layoffs, mergers and acquisitions, job transfers or promotions, etc.

All of these factors are taken into account during transition planning to develop solid procedures (like the onboarding procedure for new hires) to manage transitions throughout the organisation. It may be difficult to acclimatise a leader to a new role or promote an employee to a leadership position without a well-structured process in place. Such transitions can be facilitated via development plans for high-potential IT people, mentoring programmes, or "buddy" systems.

02.Offboarding

It ought to be done in conjunction with succession planning and give the retiring employee enough time to transmit the expertise. If done correctly, there will always be individuals from inside the organisation (especially for leadership and essential responsibilities) who are willing to step up and assume the vacant position.

For the employee to be open and give thoughtful criticism, the exit interview should foster a safe and cordial environment. Utilising the input will help strengthen employee retention and engagement strategies.

Conclusion

Even in the face of perhaps worse economic conditions, IT expertise is still hard to come by and expensive, endangering important digital endeavours. Beyond the present, there will be a longer-term requirement for IT to provide newer and more advanced capabilities in order to accommodate innovative working methods.
To prepare your IT personnel for the future, use a framework for digital talent management.

References:

Sagara technology idea lab. (2021) 4 Digital talent management framework that you need to know. (online). Available at https://sagaratechnology.medium.com/4-digital-talent-management-frameworks-that-you-need-to-know-fb0e771d8e37. Accessed on 19th April 2023.

Mok, L. (2022) Use a digital talent management framework to future- proof the IT workforce. (online) Gartner. Available at https://www.gartner.com/smarterwithgartner/use-a-digital-talent-management-framework-to-future-proof-the-it-workforce. Accessed on 19th April 2023.

Lucas, S. (no date) How to develop a talent management framework for your organisation. (online) AIHR. Available at https://www.aihr.com/blog/talent-management-framework/. Accessed on 19th April 2023.

Endeavor. (2021) Use a digital talent management framework to future proof the IT workforce. (online) Available at https://endeavorservice.com/business-and-technology/use-a-digital-talent-management-framework-to-future-proof-the-it-workforce/. Accessed on 19th April 2023.