Talent Management

Talent management is the systematic process of identifying the vacancies, hiring the suitable people, developing the skills to match the position and retaining them to achieve long-term business objectives.

the following statements are regarding processes for managing people in organizations.

ensure the right person is in the right job at the right time (Jackson,1990). managing the supply, demand, and flow of talent through the human capital engine (Pascal, 2004).

Talent Management Process

Planning

The initial step in the process of Talent Management is Planning.

Ø  Identifying the human resource requirement.

Ø  Developing the job description and key roles.

Ø  Proposing a workforce plan for recruitment.

Attracting

Deciding whether the source of recruitment should be internal or external and seeking for suitable

individuals to fill in the vacant positions through

Ø  Job Portals such as topjob.lk, jobfactory.lk, etc.

Ø  Social Network such as LinkedIn and Twitter.

Ø  Referrals.

Selecting

Recruiting and selecting people. It involves the following steps

Ø  Scheduling written test and interviews.

Ø  Scrutinizing the most suitable candidate for the profile.

Developing

In this stage, the employee is prepared according to and for the organization and the profile.

Following are the steps involved in the process

Ø  Carrying out an on boarding programme or an orientation programme.

Ø  Enhancing the skills, aptitude and proficiency of the personnel to match the profile.

Ø  Counseling, guiding, coaching, educating, mentoring employees and job rotation.

Retaining

Employee retention is essential for any organizational existence and survival. Following are the ways of employee retention

Ø  Promotions and increments.

Ø  Providing opportunities for growth by handing over special projects.

Ø  Participative decision making.

Ø  Teaching new job skills.

Ø  Identifying the individual’s contribution and efforts.

Transitioning

 Talent management aims at the overall transformation of the employees to achieve the organizational vision. It can be done through

Ø  Retirement benefits to employees.

Ø  Conducting Exit interviews.

Ø  Succession Planning or Internal Promotions.

References

Jackson SE. 1990. Organizational practices fo preventing burnout. In Handbook of Or ganizational Stress Coping Strategies, ed AS Sethi, RS Schuler, pp. 89-111. Cam bridge, MA: Ballinger

Pascal, C. 2004. Forward. In Talent Management systems: best practices in technology solutions for recruitment, retention and workforce planning, ed. A. Schweyer, ix–xiv. Canada: Wiley.