Introduction
Organizations recruit new employees to enable them to achieve their objectives. New and current workers must be aligned with the organizational goals. This is a necessary process that HR professionals implement. Aligning talent with the company objectives can be viewed as a process where the company ensures that employees understand their roles and what is required from them (Greene, 2020).
In most cases, businesses encounter challenges in aligning talent toward company goals. Organizations may encounter challenges such as the absence of a well-defined communication strategy, poorly designed training and development initiatives, resistance to adopting a new culture, and difficulty adjusting to new roles.
Barriers to Alignment of Staff with Goals
Aligning talent with organizational goals requires the management to have a clear communication plan. This is essential, as the process involves providing information to workers on their roles and what is required of them. The lack of a clear communication plan may result in employees being unable to perform their jobs effectively (Greene, 2020). The management is tasked with providing clarity as workers depend on the direction of leaders.
A clear communication plan can provide information that may increase productivity and enhance job performance effectiveness. This can be essential during a crisis such as the COVID-19 pandemic (Aguinis & Burgi-Tian, 2021). The process of talent alignment can benefit significantly from having clear information available. Therefore, organizations need an effective communication plan to enhance talent management.
Another potential challenge is the presence of ineffective talent development programs at the organization. Aligning talent with organizational goals may require the use of training and development. This can help the company enhance employees’ skills and capabilities, ensuring they can meet organizational goals.
Ineffective training programs can hinder an employee’s ability to be productive and negatively impact morale. Organizations must continually analyze their programs to ensure they align with the company’s current goals (Greene, 2020). Therefore, aligning staff with organizational goals can be affected by the use of ineffective training and development programs.
In most cases, aligning talent with organizational objectives can involve recruiting. Failing to embrace a new culture is a challenge HR professionals face during onboarding. New staff members must be willing to embrace the workplace culture. This is important as it ensures the staff can work together without problems. Failure to adapt to the new workplace culture will negatively impact the team’s productivity, potentially leading to an inability to meet the company’s objectives (Greene, 2020). Therefore, employees must embrace the current workplace culture to ensure they are effective in their performance.
Organizations may decide to create new roles for employees to align talent with their organizational goals. During the COVID-19 pandemic, workers had to work from home, which necessitated adapting their roles. The organizations had to redesign workers’ roles to maintain productivity. One of the challenges was the failure of some workers to adopt new roles. This impacted the team’s performance and led to a high attrition rate.
Conclusion
In summary, aligning talent with organizational goals can be a challenging task. Employees and managers must work together to prevent disruptions. A clear communication plan, combined with practical training and development programs, can lead to better success. Workers should be encouraged to adopt new roles and adapt to the workplace culture to enhance productivity and performance. Therefore, it is crucial to understand the organization’s and workers’ needs.
References
Aguinis, H., & Burgi-Tian, J. (2021). Talent management challenges during COVID-19 and beyond: Performance management to the rescue. Business Research Quarterly, 24(3), 233.
Greene, R. J. (2020). Strategic talent management: Creating the right workforce. Routledge.