Recently, the slogan “Retention is the new recruitment” has been heard more and more often. This sounds good in itself, but if companies do not fill it with real content, it remains just an empty phrase.
Talent management is an important tool for workforce retention. The essence of this concept is that a company continuously pays attention to its employees, assesses their abilities and development potential, and supports them in planning their careers. If an employee feels that after a certain period they can progress from their current position, they are more likely to stay with the company rather than browse job advertisements.
Talent management has many positive effects on a company. One of these is strengthening the employer brand and overall public perception. If a company is known for valuing its employees and providing development opportunities, new people will be more willing to come and work there.
Such a program also has a positive impact on employee loyalty. Predictability and security are important to most colleagues, and if a clear career path lies ahead of them, they are more likely to plan their future within the company. This also affects their mood at work: they become more creative and can support the company’s development with new ideas.
Of course, a well-functioning talent management program also reduces employee turnover, which significantly eases the burden on the HR department, allowing it to focus more on training, well-being, and the overall atmosphere of the internal workforce.
In organizations where internal career development works well, a culture of knowledge sharing and colleague mentoring develops over time, leading to a more cohesive working community. In addition, this approach can strengthen the company’s management culture on the leadership side as well.
Tisza Automotive Talent Program
For Tisza Automotive, it has always been important to pay attention to employees and uncover their internal values. In this spirit, our internal application system has been operating for years. Its essence is that in the case of a larger number of open positions, we first advertise employment opportunities internally among our own employees. In this way, they have the opportunity for both horizontal and vertical advancement.
Following this approach and based on many years of experience, we recently launched our Talent Program to identify colleagues who have ambitions for further development.
Within this program, our colleagues can nominate coworkers in whom they see something special, and on the other hand, ambitious employees can also nominate themselves.
The list of candidates is reviewed by a professional committee which, among other things, conducts personal interviews with the candidates and, based on the impressions gained, proposes a career path for the colleague.
If you would like to work at a company where you have the opportunity to plan your career and future in advance, apply by filling out this form.
