Talent Management Process

Talent management is an activity pool of strategic roles that attracts, selects, fosters and retains the best employees (Scullion & Collings, 2011). Organizations must be with the capacity and ability to appreciate the employees and skills that may produce value for the organization and give a competitive advantage; more than that, the aim of talent management is to develop and deploy the appropriate employees to the right jobs at the appropriate time and grant them the best conditions to prove their skills and capabilities to the organization in the better and possible way (Uren, 2011).

People are, without a doubt the best assets of an organization. Sourcing the best people from the industry has turned into the best most need of the organizations today. In such focused scenario, talent management has turned into the key strategy to recognize and fill the expertise gap in an organization by enrolling the high-worth people from the industry. It is a timeless process that starts with focusing employees. The procedure guides the entrance and departure of capable employees in the company. To go ahead in business, talent management is unavoidable (Managementstudyguide, 2015).

Talent Management(TM) versus Human Resources Management(HRM)
The relationship between the Talent management and Human resource management have frequently discussed. HRM focuses total employees, where TM focuses on “key talent” or “top talent”. Key talent defined as the one who exceeds expectations in setting the right behaviour fast in learning. (Morgan and Jardin, 2010).

Human resources (HR) departments can hire and train competent employees. But developing and motivating the employee must be the responsibility of all management from the Chairman to a supervisor. TM is only a part of HRM

Following stages are included in talent management process:

Understanding the Requirement:  The fundamental goal is to determine the requirement of talent. The primary activities of this stage are creating sets of the job description and job specifications.

Sourcing the Talent: This is the second phase of the talent management process, which includes focusing on the best people in the industry. The main goal is to hunt people as required.

Attracting the Talent: It is vital to pull in the talented people to work with you as the entire procedure spins around this only. At last the main aim of the talent management is to find and recruit best people to the organisation.

Recruiting the Talent: The actual process of hiring begins from here. This is the phase when people are welcome to join the organization.

Selecting the Talent: This includes meeting with different people having same or diverse capabilities and ranges of abilities as said in an expected set of the job description. Applicants who qualify this round are welcome to join the organization.

Training and Development: Subsequent to enrolling the best people, they are trained and developed to get the desired output.

Retention: Hiring the talented people do not serve the purpose completely. Retention relies upon different variables such as remuneration package, job specification, challenges involved in a job, role, personal development of an employee, recognition, culture and the fit between job and talent.

Promotion: No employee can work in an organization at the same designation with same job responsibilities. Job advancement plays an important part.

Competency Mapping: Assessing employees’ skills, development, ability and competency is the next step. If needed, attention should also be paid to the possibilities of behaviour, attitudes, knowledge and future improvements. If the person is suitable for further promotion, it will give you a brief idea.

Performance Appraisal: Measuring the actual performance of an employee is important to recognize his or her true potential. It is to check whether the employee can be stacked with extra additional duties or not.

Career Planning: If an employee is well placed to deal with work stress and additional work, management needs to plan his or her growth, so that he or she can feel the reward.Accepting their effort will keep them for a longer service.

Succession Planning: Succession planning is all about who will replace whom in near future. The employee who has given his best to the organization and has been serving it for a very long time deserves to hold the higher position. Management needs to plan about when and how succession will happen.

Exit: The process stops when an employee gets retired or is no more a part of the organization (Managementstudyguide, 2015).

Reference:

Managementstudyguide (2016). Talent Management Process. [online] Available at: http://www.managementstudyguide.com/talent-management-process.htm [Accessed 11 Nov. 2017].

Scullion, H. and Collings, D. (2011). Global talent management. New York: Routledge.

Uren, L. (2011). What talent wants: the journey to talent segmentation. Strategic HR Review, 10(6).