Talent / Resource Management

Talent management in word tag cloudAs a manager you must understand the talent that drives your product or service. More than simple human resource management, the internal politics of your talent/resource dynamic will affect the overall success of your venture.

Are you going to have to appease one group at the expense of another? While developing and managing Holosfitness.com, it quickly became clear that the trainers and the gyms didn’t want to work together. They viewed each other as competition. As a manager in this situation, its important to understand how much “talent” is necessary. For example, at Holosfitness.com, did we want to load up on personal trainers as talent and potentially alienate gyms themselves? Did it instead make more sense to have limited groups of both trainers and gyms and give them exclusivity in certain areas? Too much talent might mean internal squabbling. Too little can mean the product or service holds little value to the customer.

In short, the resource management balance is all about “air time”. All talent, whether personal trainers, programmers, or any other type of employee will likely want as much attention and allocation of resources as possible. Any attention geared towards other resources is viewed as a threat. A successful manager will have to show all employees and that your venture can’t be viewed as a competitive environment where resources are at odds with each other, but instead it’s the combination of those resources that allows the venture to maximize its greatest potential.

Thumbs UpTry This: Try to find ways that different resources compliment each other. Make the case that each party relies on the other parties, they do not work independently.

 

 

Thumbs DownAvoid This: Don’t avoid the conflict between parties. Acknowledge the differences and recognize that each group likely needs special treatment.

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