Objectives of human talent management for companies

14 of March, 2025

Attract, retain, and build loyalty. No doubt, these are the three core pillars in the management of human talent. From here, we will develop our people strategy. But beyond these three keys, it is important to fulfill the objectives of human talent management.

In the traditional model of human resources (hiring, administrative processes, and benefits), human talent management had no place.

However, things changed with the turn of the century. The search for talented individuals to fill a position gave way to HR objectives.

Attracting new workers

Without a doubt, one of the main objectives of human talent management will be to attract talent to the organization.

Recruit people who are qualified to perform tasks related to job vacancies. Or at least, capable of acquiring the necessary skills for it.

Here we can distinguish between short-term and long-term objectives. If we look at the short term, the objective is to fill vacancies as soon as possible.

But with a longer-term view, the objective will be to recruit tomorrow’s leaders. The workers who will shape the future of the company.

In both cases, it is essential to have a correct description of the job. On the one hand, it will help us better understand what needs we have, the profile we are looking for.

On the other hand, the process of staff selection will simplify because we know what we are looking for. Thus, it will be easier to capture the right talent.

Objectives of human talent management: employer branding

Within these objectives of human talent management associated with attraction, we also have employer branding.

It is our brand as employers. Often, we focus on the image we transmit to customers. But if you want to attract talent, you will have to target it.

A company with a good reputation will find it easier to attract the most talented candidates. On the other hand, if your image as an employer is bad, nobody will want to work with you.

Or at least, you will not be their first choice. Something that affects both the attraction of talent and its retention.

Retain talent in the company

Attracting the best candidates is not enough if they leave shortly after. Another one of the objectives of human talent management is reducing the staff turnover rate.

It is inevitable that workers will leave the company, but the turnover rate must be kept at acceptable levels.

And most importantly, you need to retain the best workers. Those employees capable of making a difference, the people we consider suitable to lead the future of the company.

For that, we have different strategies to retain talent:

• Career plan development
• Investing in employee training
• Onboarding process to facilitate adaptation
• Flexible hours, remote work, and other reconciliation measures
• Recognition of merits and achievements

These are just some examples of what we can do to keep the best workers on our side.

Let’s not lose sight of the other objectives of human talent management that are focused in the same direction. Motivation and the work environment, to name a few.

Keep the staff motivated

Indeed, one of the keys to guaranteeing talent retention is achieving worker motivation.

Our collaborators need stimuli, such as an attractive project, a good work team… This will help us strengthen the commitment between the worker and the company.

Another secret of motivation is keeping promises. If we have proposed a career plan to a worker, it must be fulfilled.

If we have promised a series of improvements, they must be made real. If we do not, we will have lied to the worker, generating demotivation. And we must meet our objectives of human talent management.

Maintain a good work environment

To work towards a good work climate is also part of the objectives of human talent management.

After all, if the work environment is poor, it should not surprise us that talent gets fed up and leaves. Therefore, HR cannot ignore the issue of work climate.

One of the best ways to meet the work environment is through employee surveys. If they are anonymous, it’s better, as employees will answer more freely. You can also take advantage of offboarding for employees who leave to ask about this issue.

Having HR software like Sesame HR will help you carry out these surveys. They should be periodic. A good protocol of internal communication will allow us to reinforce it.

Finally, worker suggestions should be taken into account. Leadership plays a key role in this issue.

Evaluations to measure the objectives of human talent management

We finish the review of the objectives of human talent management with the performance appraisal. We can attract the best talent and retain it, providing the best possible conditions.

But… Are we sure they meet the expectations? That is why we need to know the performance of the workers.

With performance evaluation, we can value their contribution to the results of the organization. And not only that, but we will take the appropriate measures to boost their performance. For example, through upskilling and reskilling.

Another advantage of performance evaluation is that it allows us to identify hidden talent in the company.

There are often cases of “out of place” employees, not performing a role where they can exploit their full potential. In the right position, their productivity multiplies.

A human resources software will help you when evaluating the performance of staff. Furthermore, one-to-one meetings allow for closer monitoring of the measures agreed with the workers. Thus, we work to improve individual performance.

Want to know more about the objectives of human talent management? Discover related content at the Sesame HR blog and check out our guides.

Cristina Martin

People and Talent Director | LinkedIn | | Web | +post

Professional with over 20 years of extensive experience in various areas of Human Resources (Recruitment, Training, Occupational Risk Prevention, and Personnel Management). Experience in the Management Department: Broad understanding of the company and HR.

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