Introduction instability, rapid shifts in talent markets and

Introduction

           Talent management is one of a
professional term refers to the process of promoting and developing new workers
through onboarding, keeping and developing current workers and attracting extremely
skilled workers at other firm to come and work for your firm. Talent management
in this framework does not speak of management of entertainers. Companies that
are involved in talent management (human capital management) are thoughtful and
strategic in how they source, attract, select, train, develop, promote, and transfer
employees through the organization

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            The term talent management has
different opinion to different people. To few people, it is all about management
of high-worth individuals whereas to others it is all about how talent is managed
generally. This term is usually related with competency-based human resource
management practices. Talent management judgments are often driven by a pack of
organizational core competencies as well as position-specific competencies. These
competencies set may comprise of skills, knowledge, experience, and personal
traits. Talent management various dimensions include recruitment, development,
promotion and retention of people, planned and executed in line with our
organization’s current and future business goals. Because it is aimed at
building leadership strength in depth.

As organisations continue to face an increasing level of economic
uncertainty and political instability, rapid shifts in talent markets and
workforce mobility, in addition to the scarcity of skilled workforce with
critical skills in both, technical and managerial/leadership areas, effective
Talent Management strategies and programs become more important than ever
before for any business to ensure its survival and sustainable growth and
competitive advantage, through the right and timely investment in their key
talent.

Businesses
will need to introduce effective Talent Management and Reward strategies that
are fully integrated, seek innovative approaches to managing, developing and
rewarding high performance of their key talent, segmenting their talent
according to the value they contribute to the organization, which will drive
the right and timely investment decisions at the top levels and ensure the
highest return on their investment in people.

In
addition, businesses need to introduce and implement robust and strategic
Talent Management programs, such as Performance Management and Succession
Planning/ Management that effectively and fairly manage and reward employees’
high performance at the various levels and segments, as well as ensure business
continuity through the identification of critical roles in the organization. Businesses
will need to be transparent and communicate clearly with their employees
regarding the programs in place to ensure a high level of understanding of the
value they contribute to the organisation and what they can expect in return.
This will not only guarantee that employees will appreciate what the
organisation is offering them; it will also enhance the level of engagement
across all employee levels and segments, which is a major driver of employee
attraction and retention

 

Seven steps of talent management

Step 1. Think about the goal and
plan accordingly.

Step 2. What kind of talent is need?

Step 3. Where and what are the
gaps produced?

Step 4. Identifying the high
potentials

        4.1 Evaluating its current performance.

        4.2 Identifying its potentials

        4.3 Creating fast pool

Step 5. Assessing readiness for
Leadership transitions

        5.1 Individual Readiness

        5.2 Organizational readiness

Step 6. Rapid development

Step 7.
Focusing and Driving performance

What is Employee Engagement?

EmployeeTengagementTisTaTworkplaceTapproachTresultingTinTtheTrightTconditionsTforTallTmembersTofTanTorganisationTtoTgiveTofTtheirTbestTeachTday,TcommittedTtoTtheirTorganisation’sTgoalsTandTvalues,TmotivatedTtoTcontributeTtoTorganisationalTsuccess,TwithTanTenhancedTsenseTofTtheirTownTwell-being.

EmployeeTengagementTisTbasedTonTtrust,Tintegrity,TtwoTwayTcommitmentTandTcommunicationTbetweenTanTorganisationTandTitsTmembers.TItTisTanTapproachTthatTincreasesTtheTchancesTofTbusinessTsuccess,TcontributingTtoTorganisationalTandTindividualTperformance,TproductivityTandTwell being. ItTcanTbeTmeasured.TItTvariesTfromTpoorTtoTgreat.TItTcanTbeTnurturedTandTdramaticallyTincreased;TitTcanTbeTlostTandTthrownTaway.

 

 

 

 

 

 

 

 

 

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