To boost share value, tailor your talent treatment

But the study, among senior HR professionals at 44 organisations and 110 individuals, undertaken by talent management specialists Jackson Samuel also indicated that, in many cases today, there is a significant disconnect between what such employees really want from their employers and what employers perceive these needs to be.

Lesley Uren, Jackson Samuel's co-founder and director of consulting, said: "Great talent management is all about differentiation, and this research clearly showed what a positive bottom-line impact a segmented approach to talent management can have."

To get this approach right, organisations first need to identify all of the talent that gives them a competitive advantage – not just future leaders - in order to get to know such individuals better.

"Each person can then be placed within the talent interest group that best matches their skills, personality and ambitions. Only at this point is it possible to develop differentiated, personalised offers, which deliver the greatest benefit to the organisation and the individual," Uren said.

As such, employees can be divided into six key categories – Brand Enthusiasts, Career Ladderists, Planners, The Nurtured, Opportunity Seekers and Connectors – based on their wants and needs.

The full story was originally published online by HR Zone on 10th June 2011 at - http://www.hrzone.co.uk/topic/managing-people/boost-share-value-tailor-your-talent-treatment/112018