Great Talent Management Process

                             

                       What Is the Talent Management Process                                                                                                                      

The talent management process is how you organize the management of your human resources. It is how you choose employees, how you hire them, and how you train them, motivate them, fire them, and so on.

The 7 Steps of a Great Talent Management Process

The following steps cover what need to do to develop a continuous great talent management process for an organization. It covers how to find the most talented people available and then help them stay in the company.

Planning :

The talent management process is all about planning. It revolves around:

a) Distinguishing the human capital requisites. 

b) Building up the desired set of responsibilities and key jobs roles.

c) Proposing the structure for recruitment and enlistment in the business organization.

For an efficient talent management process, the HR personnel should have a well planning over the above said segments. They should have a clear cut idea around the current need in the organization, an idea on which position and type of employee can fill the existing gaps, through which medium the business organization can attract large set of candidates etc. A proper planning leads to the efficient and result oriented talent management process. 

Attracting :

It is no matter how well business organization’s planned their recruitment strategies and how well they positioned their job openings. What constitutes or matters is how far they succeeded in attracting the desired set of talents. There is a stiff competition in the recruitment market as everyone is into hunting of experts for their business organization. Therefore the business organization should take care of all the methodologies like medium of advertisements, salary packages, work patterns, incentives and benefits to attract the prospects. 

Selecting :

One of the main challenges in the talent management process is to select the right prospect for the business organization. In many cases, the candidate’s desires and expectation may not go along with organizations offerings. This eventually results to losing the good and skilled talents. At times, though the company is ready to offer anything, they may not find the suitable. Often it’s strenuous for the HR personnel to select the right prospect from the large chunks of profiles that exactly matches to company desires. 

Developing  :

This is the most important stage in the talent management process. Nothing can be set right if this stage is not executed in proper way. In this stage, the worker mastered for the association and the profile. He is given with proper onboarding program, efficient training in the profile, moreover ensured that he is engaged and is capable of delivering optimum results favoring the organization.  

Retaining :

Retaining has equal weightage like the development in talent management process. It isn’t profitable to any business organization if their well-trained staff or employee leave the office all of a sudden. The situation can cause great trouble to the management in terms of resource loss and work move.  Thus retention, is considered as the basis for an authoritative presence and survival. Following are the used in retention under talent management process.

Transitioning :

Talent management process revolves around the general change of the workers to accomplish the hierarchical vision. It very well is done through: 

a) Delivering retirement advantages to the workers. 

b) Leading Exit interviews. 

c) Progression Planning or Internal Promotions. 

Advantages of the talent management process in an organization

 

Advantages of the Talent Management process to an employee

 

Conclusion

Talent management in an organization aims at ensuring employee recruitment, training and development, performance reviews and their compensation. Working towards enhancing a great talent management system in the organization ensures the components of human resource contribute to the success of the organization together with retain top talent and gain a competitive advantage over other businesses in their industry.

References

Berger, A. L. & Berger, D. A. (2004). The talent management handbook.New York: McGraw-Hill.Heathfield, S. M. (2016).

What is talent management: Really? The balance.Viewed from Hughes, J. C. & Rog, E. (2008).

International Journal of Contemporary Hospitality Management, 20(7), 743-757Iqbal, S., Qureshi, T. M., Khan, A. M. & Hijazi, S. T. (2013).

Talent management is not an old wine in a new bottle. African Journal of Business Management, 7(36), 3609Little, B. (2010).

Talent management and its technological partners. Emerald Group Publishing Limited, 42(7), 389-393.Nilsson, S. & Ellstrom, P. (2011).

Employability and talent management: The challenges for HRD practices. European Journal of Training and Development, 36(1), 26-45Oladapo, V. (2014).

The impact of talent management on retention. Journal of Business Studies Quarterly, 5(3), 19Sharma, R., & Bhatnagar, J. (2009).