The corporate environment brings with it numerous challenges for the Human Resources (HR) department. Recruiting, selecting, engaging and organizing actions that promote a healthy culture among employees is very complex. All companies have talented employees, but in order to keep them, talent management actions must be carried out .

We know that administrative processes are always urgent, demanding time and human capital from companies. However, it is essential to invest in practices that contribute to the professional growth of employees and businesses, staff engagement and quality in delivery, we achieve good results from management. The purpose of this article is to teach how to develop best practices in talent management for optimize your company’s strategies. To learn and then put into practice, read on.


In summary, talent management is the union of actions of employees in the Human Resources sector or Personnel Department with the objective of recruiting, training, developing and retaining talented professionals for the team.

People have become the center of the sector’s strategies, processes are increasingly humanized. For example, most companies exercise a feedback culture after a selection. They send to all people who have gone through the process, a positive or negative feedback. It is no longer considered normal not to forward a response.

When it comes to talent management, we understand that they are people who occupy a prominent role in organizations, as positions aligned with people management and leadership. In general, they are efficient professionals who engage those around them.

Discovering and retaining talent is related to achieving the goals proposed by the company and who understands this need and controls the process is the human resources department. Good practices help with engagement, meeting goals, employee retention and even the company’s profitability.


Talent management is an important arm for the HR area, based on efficient selections, in which skills, knowledge and talent are measured, the sector manages to attract the best professionals to the company.

However, it is in the day to day of the employee that the department managers are able to identify the mistakes and successes of the person hired for the function and it is at this moment that maintenance takes place.

Continuity in the process is essential. Talent retention ensures that the actions planned in the short, medium and long term go according to schedule. In general, they are geared towards high performance and workforce optimization.

The talent management strategy is divided into three stages: capture, retain and develop, that is, development needs to be constant or the company will lose good professionals. Therefore, we realized that the importance of having a team capable of recognizing these collaborators is crucial.

Now that you understand the importance of talent management, see what are the best practices to implement in your company.


Planning is the soul of success for companies. Best practices for good people management start with action planning, that is, recognizing what mistakes your organization is making and how often.

Diagnosing failures is the first step to improve the standard offered by employees. Developing good habits, achieving expressive results, having motivated employees are part of the HR sector’s attributions, unfortunately, a culture of rivalry between sectors has been established and we need to put an end to them right now.

It is a need for companies to optimize recruitment and selection, as well as motivation regarding the professional growth of the team, based on performance analyses. For this, we need to have inspiring and trained leaders. See now the best actions in talent management:


We believe that this first practice in talent management is the most important. It is capable of guiding all the processes that follow, such as: creating an efficient and technological selection system will facilitate the recruiter’s analysis, some companies only analyze the resumes of interested parties and do not test their skills. Of course, there are vacancies where skills can be developed along the way, while for leadership positions you must already have experience in the role.


Hiring is a moment of happiness for the company and the contractor, however, it is necessary to keep the employee motivated in the following months and even years later. Offering market-compatible salaries is a basic requirement, however personal motivation goes beyond financial motivation.

Bonus systems make the employee experience personal and meaningful. Examples include: improving facilities, offering technology, investing in accessibility and diversity , offering good benefits, but this topic will be discussed later.


The socialization process, also known as Onboarding, improves the understanding of information by 66%, another interesting point is that 54% of employees were more engaged , according to research by the Aberdeen Group .

It is very important to introduce the organization to the incoming employee. It’s time to align expectation and reality, so both will know what is expected of each party.


Most employees do not feel motivated by their leaders, or even aspire to a leadership position. Investing in professional development creates mature leaders who are passionate about what they do and able to perform the role. Conducting weekly, monthly or quarterly training with the team will show results in billing, in addition to the company having qualified labor.


Employees are increasingly changing jobs in search of a better quality of life. It’s nothing more than balancing personal and professional life. Therefore, it is interesting to offer good benefits and flexibility, within the company’s reality, to retain talented employees.

Among the items of interest to employees are: incentives for professional development, that is, training, health plans, day off on birthdays, awards, among others. In order for you to understand your team’s demand, conduct a survey with all employees, preferably anonymously. This way, they will feel more comfortable expressing their needs.

Practical actions in talent management never stop. It is important to know the employees, to be aware of their needs and also of the market, 8 in 10 employees resign because of their bosses, something worrying, while another part resigns due to lack of career planning. Points that can be resolved with training and talent management.

Finally, how about developing practical actions in your company? The LMS platform enables the training and education of employees, through a state-of-the-art system and management software that optimizes recruitment processes, develops skills, conducts training according to the company’s needs and much more.

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