TALENT MANAGEMENT
Talent Management
High-quality staff recruitment and retention, skill
development, and ongoing performance motivation are all components of talent
management, which is a continual activity. In order to build a motivated staff
that will stick with your business in the long term, talent management is
mostly used. Every business will have a different method for doing this
Figure 2: What is talent management
Components of Talent Management
- · Planning According to needs
Prior to beginning a people management program, you must
concentrate on your requirements. Consider establishing a vision, beliefs, and
goals that support your corporate aims. Additionally, planning entails:
o
Identifying the recruitment of human capital
o
Detailed job descriptions
o
Proposals for high-level hiring
It will act as the overall program's structure. This will
put more emphasis on objectives than just filling open positions.
- · Attracting top talents
You need to know whether to recruit internally or elsewhere
when it comes to hiring. To fill the open jobs, it is crucial to choose
qualified people.
There are several ways to finish the recruitment process.
Some of them include:
o
Campus recruitment.
o
Applicant tracking system (ATS).
o
Social media recruitment.
Your staff has to be diverse and have the correct mix of
competent workers. A diverse workforce enhances networking opportunities,
fosters creativity, and draws in candidates that are more qualified.
- · Selecting the suitable candidates
Written exams, interviews, and scrutiny of the most
qualified individuals are all part of the selection process. Transparency in
the process is required. Assess candidates thoroughly depending on their
talents if you want to choose the best one. When choosing candidates for your
open roles, experience counts. However, keep in mind that being vivacious and
having creative abilities are crucial elements. Including people with specific
skills in your job can help it succeed.
- · Developing the candidates
A talent management program's development of a candidate
based on their talents can either succeed or fail. The personnel are prepared
at this phase in accordance with the objectives and profile of the firm.
The action involves the following procedure:
o
Orientation
and onboarding programs.
o
Enhancing the skill of employees.
o
Counseling, guiding, and educating employees
according to the job profile.
o
Job rotation, like shuffling within the team
with different roles and projects to keep the workforce rejuvenated.
To benefit from flexibility, it is crucial to continuously
improve the abilities of your staff. You may move your staff from one position
to another inside the company with the right growth. Additionally, it will
improve their chances of advancing their careers.
- · Retaining your valued employees
Every organization needs to be able to retain employees, as
we all know. In addition to helping you maintain control of your assets, it
also contributes to lower staff turnover. You must be careful to match the
appropriate individual with the appropriate position. It will aid in their
growth and enable them to accomplish their objectives.
Ways to retain employees:
o
Participative decision-making.
o
Recognizing an employee's contribution and efforts.
o
Promotions and employee
benefits that help.
Employee engagement plays a key role in employee
retention. With improved engagement, companies can meet the desired bottom
line.
- · Assessment
An HR software and talent assessment tool helps you assess
your organization's capability to maintain the goals
Talent management process model
Figure 3: Talent management process model
Talent Management Initiative
Figure 4: Talent management initiatives
To open the door for personal growth and a long-term
affiliation with the organization, managers and higher-ups must take the
initiative. The following are some strategies a manager may use to inspire and
keep employees:
- Recognition:
Recognizing employees’ contribution and their work on individual grounds,
boost up self-confidence in them.
- Remuneration
and Reward: Increasing pay and remuneration of the employees as a
reward for their better performance.
- Providing
Opportunities: Giving the charge of challenging projects to the
employees along with the authority and responsibility of the same, makes
them more confident.
- Role
Design: The role of employees in the organization must be designed to
keep them occupied and committed, it must be flexible enough to inculcate
and adapt to the employee’s talent and knowledge.
- Job
Rotation: Employees lack enthusiasm if they perform the
same kind of work daily. Thus, job rotation or temporary shifting of
employees from one job to another within the organization is essential to
keep them engaged and motivated.
- Training
and Development: On the
job training, e-learning programs, work-related tutorials,
educational courses, internship, etc. are essential to enhance the
competencies, skills and knowledge of the employees.
- Succession
Planning: Internal promotions helps identify and develop an individual
who can be the successor to senior positions in the organization.
- Flexibility:
Providing a flexible work environment to the employees makes them more
adaptable to the organization and brings out their creativity.
- Relationship
Management: Maintaining a positive workplace where employees are free
to express their ideas, take part in the decision-making process,
encourage employees to achieve goals and are rewarded for better
performance leads to employee retention.
- Self-motivation:
Nothing can be effective if the employee is not self-determined and
motivated to work
Conclusion
Talent management is the methodical process of finding the
open position, recruiting the best candidate, growing the candidate's skills
and experience to match the role, and keeping him on board to meet long-term
company goals.
References
Business Jargons, 2023. Business Jargons. [Online]
Available at: https://businessjargons.com/talent-management.html
[Accessed 3 May 2023].
Valamis, 2023. Valamis. [Online]
Available at: https://www.valamis.com/hub/talent-management#:~:text=Talent%20management%20is%20a%20constant,company%20in%20the%20long%20run.
[Accessed 3 May 2023].
Vintage Circle, 2022. Vintage Circle. [Online]
Available at: https://blog.vantagecircle.com/components-of-talent-management/
[Accessed 3 May 2023].
Figure 2: What is talent management
Figure 3: Talent management process model
Figure 4: Talent management initiatives
Good content and clearly presented. I liked it.
ReplyDeleteTalent management is explained nicely with suitable figures, Good work.
ReplyDeletejob rotation , this must be well explained to the employee and must have well written policy as it impacting for employees emotions which is highly needed for improve the performances and mitigate the errors in new job allocation.
ReplyDelete