The process of Talent Management

Introduction

“Those with the best people win" is based on the proposition that the concept of talent management. Its popularity in the late 1990s when Mckinsey and company coined the phrase "The war for talent". It has now been known as a major resourcing activity, and its elements are all familiar in HRM. The Talent Management is the most incorporate activities for improving organization value using strategic Human management planning to reach of organizational vision.

Talent Management Defined

‘The systematics attraction, deployment, and development of individuals who are particular value to the organization, either because they fulfill critical roles or they possess high future potential’ CIPD (2015).

As suggested by Younger et al (2007), the approaches required include emphasizing ‘ growth from within’, regarding talent development as a key element of the organizational strategy, being clear about the competencies and qualities that matter, maintaining a well-defined career paths, taking management development, coaching and mentoring seriously, and demand high performance.

The elements of talent management as shown in figure 1.

Figure 1 the elements of talent management

Talent Planning

Talent planning is the process of establishing how many and what sort of talented people are needed now and in the future for the organization. Uses the same techniques such as subset of workforce planning.

Resourcing

Internal and external resourcing are obtaining for the talent planning programs and implementation of policies such as people within or outside the organizations. There are two policies describes the approach to ensuring that gets and keeps the talent it needs. External recourse influence Attraction policies and Retention policies designed to ensure that people remain as engaged and committed members of the organization.

Talent Audit

From a talent management position, employee assessments concern performance and the potential of measurement. Present employee performance within a specific job has always been a standard assessment measurement tool for the profitability of an employee. It also seeks to focus on an employee’s potential, since an employee’s future performance if given the proper role development of skills and increased responsibility.

Relationship & performance management

Building effective relationships with peoples & their roles are talent relationship management. The better solution to build an existing relationship than try to create a new employee for the mention job role. Performance management is 360 degree feedback, provide ways of relationship with the employee, identify talent and potential, planning, learning & development activities and create the talent processed by the organization.

Reference/Bibliography

Armstrong, M. (2012) Armstrong’s Handbook of Human Resource Management Practice, 12th edition.

https://en.wikipedia.org/wiki/Talent_management

https://www.youtube.com/watch?v=pJ_PZJwKZFs

CIPD (2011) Learning and Talent Development survey, London, CIPD