Talent management is the goal-oriented and integrated process of planning, recruiting, developing, managing, and compensating employees. When a manager takes a talent management perspective, he or she:
1. Understands that the talent management tasks (including recruiting, training, and paying employees) are parts of a single interrelated talent management process. For example, having employees with the right skills depends as much on recruiting, training, and compensation as it does on applicant testing.
2. Makes sure talent management decisions such as staffing, training, and pay are goal directed. Managers should always be asking, “What recruiting, testing, or other actions should I take to produce the employee competencies we need to achieve our strategic goals?”
3. Consistently uses the same “profile” of competencies, traits, knowledge, and experience for formulating recruitment plans for a job as for making selection, training, appraisal, and payment decisions for it. For example, ask selection interview questions to determine if the candidate has the knowledge and skills to do the job, and then train and appraise the employee based on whether he or she shows mastery of that knowledge and skills.
4. Actively segments and manages employees. A talent management approach requires that employers proactively manage their employees’ recruitment, selection, development, and rewards. For example, employers pinpoint their “mission-critical” employees, and then manage their development and rewards separately from the firms’ other employees.
5. Integrates/coordinates all the talent management functions. Finally, an effective talent management process integrates the underlying talent management activities such as recruiting, developing, and compensating employees. HR managers might simply meet as a team to visualize and discuss how to coordinate activities like testing, appraising, and training. (For instance, making sure the firm uses the same skills profile to recruit, select, train, and appraise employees for a particular job.) Or, they can use information technology to integrate these activities. As one example, Talent Management Solutions’ (www.talentmanagement101.com) talent management suite includes e-recruiting software, employee performance management, a learning management system, and compensation management.
This suite of programs ensures “that all levels of the organization are aligned—all working for the same goals.”
Source : Gary Dessler. Fundamental of Human Resource Management. Third Edition. Pearson. 2014
6 comments:
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A well explainable blog you published. Thank you so much. You can also define the features of Talent Management solutions in upcoming blog.
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Thank your sharing such an informative blog! The talent management system is a powerful tool to hire the best talent and build great teams. This software has incredible features from automated recruiting to interview scheduling. Adding such software is a key to success for every organization!
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