Discuss talent management and one of the immediate thoughts which begins to percolate is recruitment. How do we find the people we need? Should we use a recruiting firm? How do we leverage social media? While these questions are important, they can overlook a key first step: talent management begins with the talent already in our organizations! Below are examples from two local Goodwill organizations that are used to develop talent.
At Goodwill Industries of the Columbia Willamette (Portland), the top talent management priority is employee development. The robust employee development programs are focused on providing employees with the tools to succeed, grow, and prosper with the organization for the entirety of their career. These are some of the tools and resources provided:
These programs provide a diverse level of training on a range of topics. Each program contains specific learning objectives aimed at further growing employees’ skill sets. In providing these various training outlets, they empower employees to continue progressing in their career with us, which not only broadens and deepens their impact on the Goodwill, but grows their professional experience and improves their financial welfare. In a market rife with talent competition, the war for talent begins with our own.
Staff at Goodwill of Greater Cleveland and East Central Ohio can’t talk about talent development and succession planning without talking about Beyond Great. Beyond Great is the organization’s holistic approach to creating a culture of engagement that drives all actions and fosters professional and personal growth. Below are several components of Beyond Great and a brief description of each:
Many employees who have participated in several of the programs listed above are a part of the Goodwill network’s broader succession planning. As an example, two of their five executive leadership team members were promoted from within and both are graduates of their local emerging leader program.