Study on talent management strategies management essay

Today, most of the company have been involving the concept of talent management may be the greater part of the company has been through several years. Talent management raises concept for businesses. While the most widely used talent becoming a talent management strategy, focuses mainly on that progress and components should be included to be managed the company. Talent management is a source of inspiration to go back and motivate the worker or employee. Talent management use some of the company the same as a human resources management and nothing more. It’s simply and essentially includes all of the traditional human resource management process: such as recruitment, selection. Talent management is the process where the collection policy persons who possess skills, knowledge and behaviours to help the company do well. It is the ability to attract talent according to organizational needs. It is necessary for many organizations using the talent management with technology to build a large workforce. Talent management refers to the idea of management of the lifecycle of the employee at the beginning of the hiring process. It is a part of the strategy of enterprise in more stable organizations. The benefits that come with to maintain the competitive edge to meet the requirements of companies and organizations to achieve the objectives of the company, as well as provide among employees career path.

Talent includes persons who may make a difference to organisational performance their immediate contribution or long term by demonstrating the highest levels of the potential. (ICPD, 2008)

Talent management strategyBusiness alignment with strategies of HR strategies: Business HR is a function which is developing rapidly in the Department of human resources. The person is responsible for ensuring a harmonious relationship between business and human resources functions. They work with business leaders to develop strategies of people in support of short-term and long-term business objectives. Performance planning and evaluation: An integrated approach to HR means which is uniform and standard procedures for employee performance evaluation and remuneration, along the organization. Performance is linked to the growth and the process adds value for employees to assess their work on their own. Indian giant digital disc Moser Baer employs these process. Planning strategic Manpower: HR function and business are intimately related. Neither can exist without the other. Functions of human resources must work together to assess current and future manpower requirements are for the same plan. They need to develop strategies on the requirements of approximate labour, relevant skills and educational qualifications, remuneration and other. This did happen in advance. Recruitment itself means a host of other activities such as induction training and development, remuneration and orientation etcMapping of your Talent.: Ever increasing emphasis is being placed on the identification of the execution of top and employed talented to think of ways to develop, nurture and maintain. Other organizations such as also of keeping inventory of competencies for contingencies. As organizations realize the skills and abilities of individuals, then they can focus more on design means and strategies to attract, develop and retain these individuals.

The Department of transportation talent management strategy has two key components: a strategy for learning and employee development and succession management strategy. The employee learning and development strategy supports the development of skills and knowledge in the current role of the employee and is supported by an individual development plan. The estate management strategy supports the increase in the mandatory skills by DfT in the long term and aims primarily to develop the skills of current employees to assume roles of leadership at the middle and upper management levels. Personnel identified as future leaders join pools ” talent” and benefit from accelerated development to support their learning and their development plans. Talent pools contain deemed employees have the potential to be more capable of taking more management and the responsibility of the Directorate. Talent pools provide a structured approach targeted to the development of people to ensure they realize their potential more rapid. They also help to devote time and attention to the direction of the line, the division of the HR talent management and development budget where it will bring the greatest return for the Department.

Advantage of talent managementExperts today believe that each person has different talent and they adapted to the different type of jobs. Where they can easily shows their performance and it will help the company’s productivity and competence, then company probably gets benefits across.

Law in the good work person: Thanks to a good determination of forces and the skills of people, the decisions of people earn a strategic agenda. Jurisdiction or mapping skills to take stock of the inventories of jurisdiction expanded with the organization. This is particularly important, both from the point of view of the Organization and the employee because the person is deployed in the correct position and employee productivity is increased. Also, since there is a better alignment between the interests of the individual and his job profile the job satisfaction is increased. Retain the best talent: Despite changes in the global economy, attrition is a major concern for organizations. It is important for leadership and growth in the market to retain the best talent. Organizations that fail to retain their best talent are at risk of losing competitors. Emphasis is now on the mapping programs for retention of employees and of strategies to recruit, develop, retain and engage people of quality. The employee career growth must be supported, while succession planning is performed on the radar must be kept in a loop so that they know their performance is rewarded. Better hiring: The quality of an organization is the quality of the workforce it has. The best way to have the top talent is have a talent at the bottom. No wonder then talent management programs and training, hiring assessments had become an integral part of the HR processes today. Understanding employees: Employee assessments give deep insights in the management of their employees. Their development needs, aspirations of career, strengths and weaknesses, capabilities, likes and dislikes. It is therefore easier to determine what motivates which and this helps much job enrichment process. Best decisions of professional development: When an organization gets to know who is its high potential, it becomes easier to invest in their professional development. Since the development demands of investment decisions to learning, training and development of the individual, either for growth, etc. performance management, succession planning, an organization remains bothered to do this investment and fair management talent to make it easier for them. Disadvantage of talent managementSlows decision-making: talent management stands increased participation and when there are many people involved in the decision-making process, the process slows finally. Inputs and feedback begins to flow on each side. It takes time to verify the accuracy of the measurements, which means that this decision-making will be slowed down. Security problem: The issue of security in the talent management also arises from the fact that since too many people are known for a lot of facts and information. This information can be transformed into critical information in the final stages. There is therefore a greater fear of information being leaked out.

Career developmentIn organizational development (or OD), the study of the career development look at:  How individuals manage their careers within and between organizations and,  how organizations structure the progression of career of their members, it can also be linked to succession planning in some organizations. In personal development, career development is:  “… the total constellation of psychological, sociological, educational, physical, economic and chance factors that combine to influence the nature and the importance of the work in the total lifetime of anyone in particular.” [1]  The evolution or development of a career – informed by (1) experience in a specific area of interest (2) the success at each stage of development – and (3), level of education.  “… the psychological processes and behaviours life as well as contextual influences shaping his career on life” As such, career development is the person creating pattern of career decision-making style, integration of the roles of the life, expression of values and the role of the life of the self concepts. » [2]

Career management methodCareer management is a process for individuals identify individual needs development and career aspirations to develop skills to achieve their personal goals. Having a clear methodology that links to the strategic objectives, not only help the Organization to achieve the strength of solid bench for the future; but a solid program to improve retention and morale. The method used for the management of career should vary depending on the needs and realities of the organization. A cookie cutter approach is not effective in this area because there are many differences between organizations is similar to what success and behaviours and skills necessary to lead the mission. Initiatives Strategic Consulting Group, LLC has extensive experience, support organisations of all kinds to develop strategies which are consistent with the objectives of the organization. We can help you to discover the path that would be better control of your organization to support the vision of your future employee and drive the effectiveness of the global organization in the process. In General, are examples of some of the elements of the career management process:         Assessment tools         Process to allow people to see how their skills and their skills correspond to the objectives of the Organization         Methods for the establishment of goals and action plansA sample of some of the efforts related to career management that we can help you with are:         A strategy specific to your organization.         Collaborate with project planning         Develop an implementation strategy         Custom design a training course

Review of the literatureThe concept of talent management is appealing for various reasons. Senior management perceives that, organize and develop their staff for the years to come, they should also pay attention on talent management. This term can also cover the area of career development. Talent management is all about doing good things for your people, to understand and develop skills required for the development of good career, manage their , helping to use best of their abilities and careers seeking improvement.