Talent Management

 

Talent Management can be described as the implementation of integrated strategies or systems designed to increase workplace productivity by developing improved processes for attracting, developing, retaining and utilizing people with the required skills and aptitude to meet current and future business needs. (Baker, 2018)

Talent Management includes a holistic view of the entire HR life cycle, including recruiting, assessment, hiring, on-boarding, training/development, performance management, and finally succession planning. Most of the organization tries to hire the talented people but need to develop talented employees within the organization.

As below identify the talent management lifecycle of the organization.

 

The above steps of the talent management process can be explained as below,

Recruitment

l  Connecting with a candidate using interactive recruitment strategies

l  Recruiting to seek out an individual-organization fit also as a person position fit

l  Providing a sensible job preview as a part of the recruitment campaign

l  Including internal candidates in your recruitment plans

l  Creating and maintaining a talent pipeline of skilled candidates

Selection

l  Using assessment methods that are considered by candidates to be relevant to the job

l  Assessing candidate “fit” or the compatibility of the candidate with the organization as an entire also like the target job

l  Using a candidate-friendly mode of administration

On-Boarding

l  Providing a proper onboarding process for brand spanking new hires

l  Providing supervisors and new hires with the knowledge and support necessary to form a successful career transition

l  Offering a “buddy” program for brand spanking new executive recruits

l  Providing resources for supervisors of employees who are reassigned thanks to a discount in force

 

 

 

Training and Development

l  Ensuring that employees acquire the knowledge and skills they have to perform their jobs

l  Providing a chance for workers to find out new skills and a possible opportunity to market. Performance Management

l  Providing feedback and recognition for employee accomplishments

l  Providing recognition and appreciation for excellence in the work

l  Providing training plans to support career goals.

Succession Plan

l  Providing mentoring programs, formal staff development programs, and cross-training opportunities to support a succession plan.

Further are often describing the talent management process of the organization

l  Single costliest and precious asset in most organizations is their workforce.

l  Engagement and retention are a critical part of the talent management lifecycle

l  Engagement and retention of employees are often key to delivering better organizational result

l  Goal to make a workplace that's engaging and motivating, where candidates are wanting to become a member of the organization's team and where employees want to remain, grow and contribute their knowledge, experience and expertise

l  It is that the role of HR and organizational leaders to foster an environment for excellence.

l  TALENT MANAGEMENT begins with an efficient recruitment and selection strategy but continues through the whole talent lifecycle

(Campbell and Hirsh, 2013)

Reference List

Baker, M. (2018). What is Talent Management Best Practices? | Process | Model. [online] pesync. Available at: https://www.pesync.com/what-is-talent-management-best-practices--process.html [Accessed 28 Nov. 2021].

Campbell, V. and Hirsh, W. (2013). Talent Management: A Four-Step Approach Talent Management: A Four-Step Approach. [online] . Available at: https://www.employment-studies.co.uk/system/files/resources/files/502.pdf.