Talent Management

Talent management includes recruit, hire, train and develop the talent within the organization. Talent management generally works to attract, engage and retain talent to achieve the organization goals. Talent management contains all of the work processes and engagement activities that are related to retaining and developing a superior workforce. It surely helps in building brand & recognition.

Talent management consist of below processes

  1. Talent Acquisition
  2. Employee onboarding process
  3. New employees’ introductions
  4. Goals setting and feedbacks
  5. Coaching and mentoring by the team leader
  6. Feedback systems including performance management or an appraisal process or ongoing feedback
  7. Promotions, lateral moves, as well as transfers
  8. Employee attrition and retention management

How to integrate talent management practices with organization objectives:

  • Talent Acquisition: Having strategic talent management will not only give organizations the opportunity to attract the most talented and skilled employees available but will also create an employer brand that could contribute to the enhancement of the organizations’ business performance and results.
  • Employee relationship: Employee relationship building starts with onboarding the employee with right experience. Providing proper motivation and coaching so they stay with organization for long term.
  • Succession planning: Talent management offers companies with tasks that require critical skills to plan and address the important and highly specialized roles. This leads the company to have a continuous flow of employees to fill critical roles to help companies run their operations smoothly.
  • Development opportunities: Proper individual development plan, career progression, career planning & graphs can help employee to feel that precise development opportunities are available within the organization for them.
  • Retain top talent: : A comprehensive on-boarding practices and better employee engagement create higher levels of retention which saves the company on its recruitment and performance management cost in the long run.
  • Employee productivity increase: Engaged employees not only just stay with the organization for long term but also gives the best output of them. Hence it increases the productivity and helps in achieving the business objectives.

Overall, talent management process should be simple and metrics can be used to measure the impact of talent management. Business leaders uses the metric to check the impact as they expect to see the result. The best way to show as HR the value of talent management is to create data for each strategy. Hiring or recruitment cost, internal promotion score, employee engagement score and retention rate. All the Business leaders should be equally involve in the process to bring up their team productivity and achieve the business goals.

Comments

Post a Comment

Popular posts from this blog

What does a Human Resources department do?

Image
HR department, likewise the name pertains they take care of everything related to employees/Human resources. A Human Resources  generalist ,  manager , or  director  plays a wide variety of roles in organizations. Depending on the size of the organization, these HR jobs may have overlapping responsibilities. In larger organizations, the HR generalist, manager, and director have clearly defined, separated roles in  HR management . Initially human resources department used to be involved more into personnel and administrative task along with core functions of human resources like recruitment, training & development, employee engagement, performance appraisal and exit process. In today’s scenario HR professionals are turned out to be in business partnering playing a vital role into strategic decision making affecting human resources and organization. The role of the HR manager must parallel the needs of this developing, changing organization. Successful organizations a
Read more

Skip level Meeting: One-on-One

As commonly said, a skip level meeting is one where a manager's manager meets with employees to discuss department concerns, obstacles, opportunities for improvement, etc. with a focus on maintaining and/or improving overall communication. To check the pulse of the floor and to know what is going around, skip level meetings are said to be an acute tool. It helps in achieving business objectives accurately as through help of this meeting we know exactly who is doing what: We can know about: What managers/leaders are doing Feedback from the team about their team leads/managers for their improvement. Trust factor with those lower in your organization so they stay engaged and contributing. Any miscommunication happening between levels Values and vision can be communicated & implemented across organization If we can spend little time to get these in
Read more

Internal Job transfer Policy (IJP)

Internal Iob transfer Policy (IJP) means selecting a candidate for a particular job within an organization. It is a recruitment process for existing employees. The idea is to provide growth & development to the existing employees by recognizing internal employees instead of hiring externally. It cannot happen for many positions but yes for few positions organizations do practice to promote their brand and building trust of the employees. Advantages of IJP Existing employees have better understanding of company: As the company decides to find a suitable candidate within the company, it makes things easier for that existing employee because he/she is already aware of all the working nature and background of the company. And even the company can be advantageous because the company knows all the skills and ability of that particular existing employee. And this decision of employing an existing employee through
Read more

What is diversity & inclusion?

We all deserve the opportunity to develop our skills and talents to our full potential, work in a safe, supportive and inclusive environment, be fairly rewarded and recognized for our work and have a meaningful voice on matters that affect us. Diversity means that each individual is exclusive in terms of unique traits and characteristics. It includes many factors like age, gender, race, socio-economic status, geographic factors, ethnicity, physical abilities/disabilities, religious & political beliefs and other ideologies but valuing everyone as an individual makes a productive environment in which everybody feels valued, their talents are fully utilized and organizational and personal goals are met. Whereas “Inclusion” is a distinct idea from diversity. SHRM defines inclusion as “the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources and can contribute fully to the organizat
Read more

How to answer “Tell me about yourself”

We often hear this question approaching us during an interview. Many people get nervous and starts babbling around it instead of knowing that interviewer is asking a very simple question about one on-self. In fact, it is not as simple as it looks. Interviewer is not asking your personal story or life story and they have your resume as well. So why this question? What they want to know? Interviewer wants to know your communication skills, your confidence, your ability to keep engage. Interviewer wants to know how you express your experience, qualifications and why you are fit for the said opening in a nutshell. You cannot bore the interviewer by underlining out much. This question should be answered max in 3minutes. Three Tips to answer the question Give snapshot of your work history You can start by mentioning your total experience and work history from starting of your career to the current job and can menti
Read more

Performance management

Performance management is critical for an organization’s success. Employees need to understand what’s expected of them, and to achieve those goals they must be managed so that they’re motivated, have the necessary skills, resources and support, and are responsible. Performance management is the attempt to take full advantage of this value creation and ensure that employees contribute to business objectives. It should align with organizational strategy. It is majorly done to improve performance, establish goals & Objectives & hold people to account for their performance by linking it to reward, career progression and termination of contracts. Having a performance conversation only once or twice a year is not that effective. Continuous feedback, mentoring, clear communication about objectives, necessary training is equally essential nowadays. This is not to pin point the mistakes but to uplift the necessary skillsets. There has to be readiness, not only from leadership but al
Read more

Dealing with impact of Covid-19 pandemic lockdown as an HR Professional

Due to Covid-19 pandemic, it has affected all our personal as well profession life. The way we used to operate has changed to meet the new normal situation. As a HR professional we have to adapt the changes and find new ways to implement HR practices. Every change comes with its pros and cons. This change taught an organization also to put more trust and confidence in its employees and also effective ways of communication so that we can work remotely in an effective manner. We also learnt that there is no impossible as right now if I remind myself how we used to work in offices at that time we never thought that the whole organization can work remotely. A big thanks to technology without which it was impossible to manage in such severe situation. One more thing that comes to my notice is the productivity of the employees drastically improved. Recently, I was having discussion with few team members to check the mental h
Read more

Case Studies: Addressing grievances through one-on-one meeting

We come across many times questions during an interview or discussion wherein we have to describe our experience in form of mini stories. You can follow a standard pattern to answer this question. STAR Method- Situation, Task, Action and Response Situation- Scenario of the situation Task- What task did you perform Action- What action you choose to solve the problem Response- The end result of the situation¬ In my role,we were conducting one-on-one meeting to know the pulse of the floor and get the opinions. I understand that the department was in difficult situation as received numerous complaints from staff about them being treated by departmental heads and managers. I also got aware that the recent high attrition taking place in the particular department was due to such manager & Departmental heads. It was a difficult project to work on as all dept heads and managers were in system for many years and they had not
Read more

Performance improvement plan

A performance improvement plan (PIP), also known as a performance action plan, is a means to give an employee with performance shortages the opportunity to succeed. It may be used to address failures to meet defined job goals or to improve behavior-related concerns. Responsibilities of HR Facilitator Checking whether a PIP is the appropriate action for the situation. Facilitating all PIPs in line with the manager to prevent bias. Providing ongoing guidance to both the manager and employee throughout the plan. Significance of PIP Plan PIP is used when there is an intention of a manager to give employee a chance to improve rather than finding ways of terminating an employee. It is necessary to check if there is an actual performance or behavioral issue that can be improved? Ask the manager to create a list of the performance lacks, including dates, specific data or detailed explanations, and any previous g
Read more

Is on-floor / agile meeting helpful for bringing productivity in an organization?

Image
I am working as an Assistant HR manager with an IT firm. I did observe that employees do talk internally across department but rarely discuss about the work going on currently or project progress or any cross functional training etc. To bring such things forward, I have introduced on floor agile meeting on monthly basis. This is usually to be done in morning during tea time when everyone is starting their day. The agenda of meeting is to let various team know about each other e.g: Sales team can discuss on which kind of leads they are working and in future if such projects come to us what kind of expectations would be there from technical team and certain technology updates can be shared among all. Even team can discuss their latest project experience and learning’s so that it might help another department also in certain decision making. Also, Team lead or Project manager can highlight specific achievement related to work or any team member and give appreciation in front o
Read more