Introduction Talent management is one of aprofessional term refers to the process of promoting and developing new workersthrough onboarding, keeping and developing current workers and attracting extremelyskilled workers at other firm to come and work for your firm.
Talent managementin this framework does not speak of management of entertainers. Companies thatare involved in talent management (human capital management) are thoughtful andstrategic in how they source, attract, select, train, develop, promote, and transferemployees through the organization The term talent management hasdifferent opinion to different people. To few people, it is all about managementof high-worth individuals whereas to others it is all about how talent is managedgenerally.
This term is usually related with competency-based human resourcemanagement practices. Talent management judgments are often driven by a pack oforganizational core competencies as well as position-specific competencies. Thesecompetencies set may comprise of skills, knowledge, experience, and personaltraits. Talent management various dimensions include recruitment, development,promotion and retention of people, planned and executed in line with ourorganization’s current and future business goals. Because it is aimed atbuilding leadership strength in depth.As organisations continue to face an increasing level of economicuncertainty and political instability, rapid shifts in talent markets andworkforce mobility, in addition to the scarcity of skilled workforce withcritical skills in both, technical and managerial/leadership areas, effectiveTalent Management strategies and programs become more important than everbefore for any business to ensure its survival and sustainable growth andcompetitive advantage, through the right and timely investment in their keytalent.Businesseswill need to introduce effective Talent Management and Reward strategies thatare fully integrated, seek innovative approaches to managing, developing andrewarding high performance of their key talent, segmenting their talentaccording to the value they contribute to the organization, which will drivethe right and timely investment decisions at the top levels and ensure thehighest return on their investment in people.Inaddition, businesses need to introduce and implement robust and strategicTalent Management programs, such as Performance Management and SuccessionPlanning/ Management that effectively and fairly manage and reward employees’high performance at the various levels and segments, as well as ensure businesscontinuity through the identification of critical roles in the organization.
Businesseswill need to be transparent and communicate clearly with their employeesregarding the programs in place to ensure a high level of understanding of thevalue they contribute to the organisation and what they can expect in return.This will not only guarantee that employees will appreciate what theorganisation is offering them; it will also enhance the level of engagementacross all employee levels and segments, which is a major driver of employeeattraction and retention Seven steps of talent managementStep 1. Think about the goal andplan accordingly.Step 2. What kind of talent is need?Step 3. Where and what are thegaps produced?Step 4. Identifying the highpotentials 4.1 Evaluating its current performance.
4.2 Identifying its potentials 4.3 Creating fast poolStep 5. Assessing readiness forLeadership transitions 5.1 Individual Readiness 5.
2 Organizational readiness Step 6. Rapid developmentStep 7.Focusing and Driving performanceWhat is Employee Engagement?EmployeeTengagementTisTaTworkplaceTapproachTresultingTinTtheTrightTconditionsTforTallTmembersTofTanTorganisationTtoTgiveTofTtheirTbestTeachTday,TcommittedTtoTtheirTorganisation’sTgoalsTandTvalues,TmotivatedTtoTcontributeTtoTorganisationalTsuccess,TwithTanTenhancedTsenseTofTtheirTownTwell-being.EmployeeTengagementTisTbasedTonTtrust,Tintegrity,TtwoTwayTcommitmentTandTcommunicationTbetweenTanTorganisationTandTitsTmembers.TItTisTanTapproachTthatTincreasesTtheTchancesTofTbusinessTsuccess,TcontributingTtoTorganisationalTandTindividualTperformance,TproductivityTandTwell being. ItTcanTbeTmeasured.
TItTvariesTfromTpoorTtoTgreat.TItTcanTbeTnurturedTandTdramaticallyTincreased;TitTcanTbeTlostTandTthrownTaway.
