Sep 222011

Talent Management – Intersecting Learning and Talent Management: At a Crossroads

By Wm. Edward Vesely, September 21, 2011, Via learning Solutions Magazine
“Integrating learning and talent management is intuitive. With the onset of new technology, and further market consolidation, the continued unification is inevitable. Does this mean extinction for the learning technology manager? No.”

Learning and talent management have traditionally worked independently of each other, but towards the same goal – increased productivity. As technology continues to evolve, the two functions are intertwining, creating more streamlined and effective learning experiences that impact employee performance. Learning is using talent management, performance management in particular, to drive development plans, while talent management is using learning to cultivate future leaders. Together, they are changing development strategies and the way in which you manage and allocate learning content, ultimately improving performance.

Efficient learning

As the functionality of learning became integrated within HR, there was a strategic transformation in the way you prescribe learning, proving learning is inseparable from performance management. Learning Content Management Systems (LCMS), guided by performance results, now develop personalized learning experiences. We need to customize content that’s centrally stored to meet the needs of various employees without losing the core learning lessons. This strategic deployment of content is impacting the outcome of learning initiatives and creating efficiencies for talent managers. The delivery of personalized learning ensures relevancy, eliminates redundancy, and is unattainable without the fusion of traditionally siloed learning and talent management. With this, employees get the most out of training – and employers get the most out of them.

Efficient learning processes utilize performance metrics for the development and growth of employees. A personalized lesson plan becomes a byproduct of efficient learning through identification of current competencies and performance. Learner performance data tell talent managers where employees need to improve, and identify areas of success. Managers are better equipped to hold employees accountable for the competencies aligned to individual development activities and to capture performance metrics gleaned from learning sessions. In turn, talent managers possess the ability to grow the workforce based on strengths and weaknesses within the employee base.

Utilizing performance metrics and appraisals

talent management–at-a-crossroads


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Talent Management , McDonald Sales and Marketing, LLC