Frank Hamilton is a blogger and translator from Manchester. He is a professional writing expert in topics like blogging, digital marketing, and self-education. He also loves traveling and speaks Spanish, French, German and English.

It wasn’t until 1997 that the term talent management was properly explained. Since then, the practices associated with it have evolved and continue to do so each day.

In this Process Street article, I’ll be taking a look at talent management, its strategies, why it is so important, and how you can implement it in your own company.

As daunting as such management might seem, I’ve also recommended some comprehensive templates to help make implementing your talent management strategy easier.

This article has been split into the below subheadings:

• What is talent management
• The benefits of a talent management system
• How to optimize talent development with a talent management system
• How you can use Process Street in your talent management strategy

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Murray Dare is a multi-award-winning marketing consultant based in Norwich, England. With his remote team drawn from across the UK, he delivers first-class marketing strategies, content and processes to a wide range of clients.

The team at Murray Dare use Process Street to streamline their content marketing operations.

Armed with process documentation solutions and process automation, Process Street has empowered Murray Dare to cut costs, increase productivity, improve content quality, improve scalability, and more!

In this case study we’ll look at:

• The challenge
• The solution
• The results
• The future

Let’s jump right in!
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Burkhard Berger is the founder of Novum™. You can follow him on his journey from 0 to 100,000 monthly visitors on novumhq.com. His articles include some of the best growth hacking strategies and digital scaling tactics that he has learned from his own successes and failures.

The tech startup scene is one of the most popular trends that is happening in today’s time, with almost 63,700 startups being active in the US alone in 2021. That trend is only expected to grow as many more entrepreneurs try to get an awesome piece of the pie in the world of tech.

Getting into the startup scene, however, is far from pretty. With almost little or no starting money to kick things off, it can be pretty hard to climb up the ranks to be successful.

The startup world is tough, but the ones that push through and succeed are about to get into an entirely new world of business that can possibly propel them into the following generations forward in the future with their own unique market niche to cater to and support their growth all throughout the journey to becoming full-fledged tech companies.

Now with that said and done, this Process Street post will look over the reasons why tech startups fail – and how you can succeed:

• Why startups fail
• Getting started with your startup strategy
• Keep evolving your tech startup

Let’s dive in!
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Employees are the vital force driving any organization, and as such, making sure that employee information is properly stored and managed is of utmost importance.

Despite the importance of employee data, many HR departments are still filing away paper forms and documents. This is not only inefficient and cumbersome, it’s also not the most secure option available.

Organizations must turn to software solutions for managing the efficiency of their internal HR procedures, while making sure to maintain the integrity of dealing with sensitive employee data.

In HR departments, poorly established and implemented policies and procedures directly impact the quality of life of employees within the organization. By tracking HR performance in a reliable way, businesses can improve efficiency and effectiveness of their business practices.

In this Process Street article, I’ll take a look at the reasoning for implementing a human resources information system, or HRIS, in your business, and break down:

• What is a HRIS?
• Benefits and solutions offered by a HRIS
• Key things to consider when looking for a HRIS
• HRIS features
• Best HRIS software

Let’s get started!
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In my early 20s, I worked as a shift manager at a well-known pizza chain. On my second day, every manager above me was fired and I was told to keep things running until the district manager could arrange someone to take over in “a week or two”.

Not only did I absolutely not know what I was doing, my team knew it.

Chaos ensued. Compliance regulations, SOPs, and basic safety measures flew out the window because the team didn’t trust that I knew what I was doing (which is fair: I didn’t).

It ended up taking three months to get a temporary manager to come over from one of the other stores, and by then I was frustrated beyond belief. The moment she walked in the door, I handed over my keys, put in my notice, and refused to discuss the possibility of staying on in any capacity for any longer.

Back then, I was only 20, this was one of my first leadership roles, and I was clueless. Since then, I’ve held other leadership positions, had some attentive mentors, and gotten to develop the leadership skills that they don’t tell you about in the job description. Today, I could walk into that same situation and roll with it, no problem.

Without those opportunities, though, I would still be that clueless kid failing to get his team united, failing to develop their skills, and failing to see his job as anything more than a means to an end.

Not prioritizing employee development is a bad look, people teams. But – as I’ve said many times before – Process Street’s got your back. Check it out:

• Employee development: Back to basics
• In a world without employee development…
• …one HR department decided to change everything
• Employee development plan: Easier than an IKEA bookshelf
• Go forth and upskill

Let’s do this thing!
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Even tech giants have humble beginnings.

In the halcyon days, when Google was making the transition from a bedroom to a rented garage in Menlo Park, it won’t surprise you to learn they didn’t have a tight onboarding process in place.

For years, Google ran on a single, sprawling spreadsheet including a ranked list of the company’s top 100 projects. The projects were confusingly graded on a scale between “far out” and “skunkworks”, and the founders handled the process with a ‘who cares’ attitude.

Since that point, everyone knows Google has made leaps, not only in the Internet space, but also in the workplace. The company is the #3 world’s most valuable brand and the #3 best employer in America. They’ve made extremely effective tweaks to their hiring process over the years, but what isn’t reported as often is their approach to new employee onboarding — the process of getting a new hire equipped with everything they need to integrate into the company culture, work effectively, and succeed.

The wackier aspects of Google’s orientation process are widely known. We’ve heard about the Noogler beanies with motorized propellers, and the Mountain View all-Noogler TGIF meetings where the founders “just come in and make some dad jokes”. The inner workings of the process, however — the parts that make it so notoriously effective — aren’t as obvious.

In this article, I’m going to run through the nuts and bolts of Google’s ‘just in time’ employee onboarding process, and some of the supporting events that happen during.

• Google’s ‘just in time’ onboarding checklist
• Why Google’s checklist is laser-focused on company culture
• Hosting a series of intense lectures
• Educating about company culture
• Adopt Google’s onboarding process in your own culture

Let’s jump right in!
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You’re an HR department of one (and a bit). You have a PEO (professional employer organization) for support, but basically, it’s just you handling the day-to-day.

The CEO says he needs a new role filled ASAP with a list of qualifications. Filling the role will be a challenge, sure – but it’s not the main problem.

How are you going to get this new hire up-to-speed thoroughly in as short a time as possible when you don’t have any sort of standardized structure for doing that?

Simple: Build one.

Easy for me to say, right? It’s my job to build processes; I do it all the time. And that’s true. At Process Street, we do build processes all the time. Sometimes just for the heck of it. You might even say we’re pretty darn good at it.

This means – that’s right – we’ve already built the process you need. You can thank us later. Meanwhile, check out the rest of the post and exactly how you can optimize your onboarding so everyone has a good experience:

• A cautionary tale of one company’s onboarding woes
• Be the HR they need…
• Employee onboarding: Everything’s impossible until somebody does it
• For once, I’m stuck without a punchline

To the process mobile!
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As we’ll see, certain elements which we consider part of the normal workplace are being abandoned by experimenting companies in favor of new models.

But why are they being abandoned?

For some, it’s about reducing overhead. For others, it’s about finding new ways to combat the traditional problems a growing company faces. It could be about opening up a broader talent pool, increasing adaptability, or navigating uncertain economic environments.

The ultimate goal is to make the company more successful.

Here at Process Street, we have our own thoughts on that looming forebearer, hierarchical structure, so we thought we’d check out what the Jones’s are up to. This post will look at the organizational structure of four of the most successful startups out there and why they’ve opted to make the long-established hierarchical structure on its head.

• The rise and fall of flat organizational structures
• The Process Street path
• Create the right organizational structure for your business

Let’s get to it.
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Despite many managers understanding the importance of employee onboarding, Sapling has found that 88% of companies don’t onboard well.

This is a troubling revelation when you take into account that offering an excellent onboarding experience enhances employee retention by as much as 82%.

Want to ensure you have high employee retention while also maintaining job satisfaction? I’ve got you covered.

In this blog post, I’m going to walk you through exactly why good employee onboarding matters, the magic of automation, and what makes up a good employee onboarding experience. Check it out here:

• Start using our new employee onboarding Workflow now!
• Why does good employee onboarding matter?
• The benefits of automating your employee onboarding checklist
• Elements of a good employee onboarding process
• Start onboarding efficiently today with Process Street!

Let’s dive in!
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You’ve got a ton of work to do right now. Your to-do list is an unstructured mess of action items, and you’ve only got a faint idea how to prioritize tasks.

Luckily, there are a few (almost automatic) ways to quickly get your to-do list prioritized without much effort. In fact, you can apply one of these methods within 5 minutes and know exactly what to do next. There have been a number of methods over the years, and all have their own quirks and considerations. Which is right for you?

In previous chapters of my task management guide, I’ve taken you all the way through from writing, organizing, and planning your to-do list. Check those out if you haven’t already.

Now, I’m going to take you through a few of the ways I prioritize my tasks as a content writer for Process Street.

• Think about the process
• Slot your tasks into 4 boxes – Urgent vs Important
• When you have two frogs to eat, eat the ugliest one first
• Use the ABCDE method for precise prioritization
• The simplest method: Pick your 1-3 most important tasks
• Prioritize task prioritization today!

Let’s get prioritizing!
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