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Despite the slowdown in the economy, unemployment remains low and the ‘war for talent’ is accelerating due to deepening skill shortages. Industries such as IT and engineering encounter shortages and companies need to do whatever is required to attract and retain individuals with the attitudes and experience that are in short supply. However, in other sectors less well known for skill shortages, such as retail and hospitality, employees need to be kept engaged; a failure to do so will impact on productivity, customer service and profit. |
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The Chartered Institute for Personnel and Development (CIPD) believes that talent includes individuals who make a difference to organisational performance, either through their immediate contribution or in the longer term by  demonstrating the highest levels of potential. They go on to define talent management
as the systematic attraction, identification, development, engagement, retention and deployment of those individuals. |
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PREPARE – prepare all relevant materials, performance records, disciplinary and grievance proceedings, absence records, customer complaints, praise from customers, incidents, reports etc - anything that relates to performance and achievement. Have a current job description and person specification to hand plus the last performance  appraisal document... |
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What’s in it for me? Prepare in advance by pre-empting what the other party is seeking. Give them time to explain this to you and question them so you are clear. Seek to offer what they want or alternatives that meet the same objectives or else a seemingly generous compensation package. If there are no clear benefits to the other party, you can expect them to never agree to your offer... |
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