Talent Management at AvePoint


AvePoint, like most companies, has an HR team that supports all the elements of being a person at work. Associates here meet people like Katie Pappalardo when they’re applying, Zoe Wilson when they’re onboarding, Natalie Power when they’re updating their benefits, and Ali Major when they’re seeking development opportunities. To supplement these traditional HR activities, AvePoint is expanding how we think about the role of HR in shaping every associate’s experience here, by establishing a Talent Management function.   

What is Talent Management? 

Talent Management is a term coined by McKinsey & Company in 1997 before becoming the topic of the 2001 book, “The War for Talent.. However, businesses have been engaging in talent management practices ever since the late 1800’s when Frederick Taylor first studied the relationship between an individual’s talents and the work they were best suited to. At that time, Frederick Taylor was studying how to increase the output of laborers, by motivating each to move 49 tons of iron a day. Talent management has, thankfully, undergone several evolutions in thinking since those early efforts to maximize associate effort.  

Today, talent management is most often defined as the programs or processes to aid organizations in identifying, assessing, developing, and retaining talent. You can find applications of this work across the full range of an associate’s experience, including how managers plan for future headcount, hiring new employees, designing new learning experiences, developing leadership capability, and more.  

Building a Talent Management Practice at AvePoint 

I joined AvePoint recently in the newly created role of Talent Management Director, where I will work closely with HR to shape our people practices as a newly public company. The Talent Management team will be responsible for supporting AvePoint in two ways:.  

  • First, by reviewing existing processes and leveraging the newest research to modernize things like Performance Management. 
  • Secondly, the team will focus on understanding the business and building new processes to support our organizational goals,, like creating success profiles to make career planning more accessible for everyone.  

With a topic as expansive as talent management, it can sometimes be difficult to figure out where to start. Wherever we develop our talent management practice at AvePoint, we will build on three core concepts: 

  1. Talent Management enables business strategy by translating organizational goals into people-focused programs & processes that directly support clear business objectives.  
  2. Integrate with other processes so that talent management isn’t that extra thing you must remember to do. It should happen in the natural cadence of typical business. 
  3. Ingrain a talent mindset in everyone, because identifying and developing talent is not the responsibility of only one team or one department. Managing and developing AvePoint’s talent is everyone’s responsibility;, we accomplish more by pulling together. 

As AvePoint evolves, what’s worked for us in the past may not be what works in the future, something that’s especially true as a public company. Talent management is an investment in the people side of our business and will ensure our associate careers are given the same amount of care as our product and market position.  

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