Definition For Talent Management

DEFINITION FOR TALENT MANAGEMENT
Talent management is defined as the methodically organized, strategic

process of getting the right talent onboard and helping them grow to
their optimal capabilities keeping organizational objectives in mind.
The process thus involves identifying talent gaps and vacant
positions, sourcing for and onboarding the suitable candidates,
growing them within the system and developing needed skills,
training for expertise with a future-focus and effectively engaging,
retaining and motivating them to achieve long-term business goals.
The definition brings to light the overarching nature of talent
management – how it permeates all aspects pertaining to the human
resources at work while ensuring that the organization attains its
objectives. It is thus the process of getting the right
people onboard and enabling them to enable the business at large.
Prarthana Ghosh Copy Editor, Spiceworks
February 26, 2021
Talent management practices have evolved over the years to cater to

people-specific trends much like all other aspects of work, and have
changed in fast strides over the last few years. Strategic talent
management is a necessity in today’s hyper-change environment. Global
trends in talent and human capital management have led to a
renaissance of the work-worker-workplace equation.
Table of Contents:

o What is Talent Management?

o Talent Management Process
o Talent Management Model
o Top 5 Talent Management Strategies for 2019
What is Talent Management?

Talent management is defined as the methodically organized, strategic
process of getting the right talent onboard and helping them grow to their
optimal capabilities keeping organizational objectives in mind.
The process thus involves identifying talent gaps and vacant positions,
sourcing for and onboarding the suitable candidates, growing them within
the system and developing needed skills, training for expertise with a
future-focus and effectively engaging, retaining and motivating them to
achieve long-term business goals. The definition brings to light the
overarching nature of talent management – how it permeates all aspects
pertaining to the human resources at work while ensuring that the
organization attains its objectives. It is thus the process of getting the right
people onboard and enabling them to enable the business at large.
Under the umbrella of talent management, there are a string of elements
and sub-processes that need to work in unison to ensure the success of the
organization. For example, analyzing the right talent gaps for the present
and the future, identifying the right talent pools and best-fit candidates,
getting them to join and then optimizing their existing skills and strengths
while helping them grow are touch-points that are all equally important.
They support each other and the whole structure would crumble even if
one sub-process fell out of sync.
Learn more: What Is Talent Acquisition? Definition, Process,

Strategies, and Best Practices
Talent Management Process

While often cyclical rather than a generic linear progression of events, the
process of talent management could be considered, to begin with
acknowledging the need for talent and leads to filling that gap and
ultimately growing and optimizing the skills, traits, and expertise of
employees, new and old.
The following image depicts the key points of the talent management
process:
The primary components of the model are:
o Acquire – Employer branding, recruitment, onboarding

o Assess – Talent analytics, succession planning and
assessments
o Develop – Workforce planning, culture at work,

engagement and retention practices
o Deploy – Goal alignment, career-path planning,

learning and development, and performance
management
Components of Talent Management:
It's the employees who help businesses achieve their desired outcomes. Thus, you
must recognize the top talent in your company. You have to help develop their skills
according to the company's need.
For an effective talent management program, the following components are crucial. It
will help you in accomplishing your corporate goals and values.
1. Planning According to needs:

Before starting a talent management program, you have to focus on your needs.
Plan on defining vision, values, and goals that support your business objectives.
Moreover, planning also involves-
 Identifying human capital recruitment

 Accurate job descriptions
 Proposals for top recruitment.
It will serve as a framework for the whole program. This will look beyond filling up
positions and focus more on objectives.
2. Attracting top talents:

When it comes to recruitment, you need to be clear about internal or external
recruitment. It is vital to pick out suitable candidates to fill up the vacant positions.
There can be many ways through which one can complete recruitment. A few of
them are:
 Campus recruitment.
 Applicant tracking system (ATS).
 Social media recruitment.
 Referral programs.
Your workforce needs to have the right balance of skilled individuals with diversity. A
diverse workforce helps in opening up your networking capabilities, drive innovation
and attract more proven talents.
Listen to our podcast on: Talent management - How to recruit and retain your best
employees
3. Selecting the suitable candidates:
The selection process includes written tests, interviews, and scrutinizing the most
suitable candidates. You need to be transparent with the process. To hire the right
candidate, assess them well based on their skills.
Experience matters when you are selecting candidates for your vacant positions. But
at the same time, do keep in mind that being dynamic and having creative capabilities
are essential aspects.
Bringing in individuals with particular expertise can help drive your work towards
success.
4. Developing the candidates:

Developing a candidate based on their skills is a make or break step in a talent
management program. During this stage, the employees are prepared according to
the organization's profile and goals.
The step involves the following process:
 Orientation and onboarding programs.

 Enhancing the skill of employees.
 Counseling, guiding, and educating employees according to the
job profile.
 Job rotation, like shuffling within the team with different roles
and projects to keep the workforce rejuvenated.
It is vital to enhance your employee's skills with time to have the advantage of
flexibility. With the correct development, you can transfer your employees from one
job to the other within the organization.
Furthermore, it will also increase their chances of developing their career as well.
5. Retaining your valued employees:

We all know that retaining is essential for every organization. It not only helps you in
keeping hold of your assets, but it also helps in reduced employee turnover.
You need to make sure that you align the right person for the right job. It will support
their development and help them achieve their goals.
Ways to retain employees:
 Participative decision-making.
 Recognizing an employee's contribution and efforts.
 Promotions and employee perks that help.
Employee engagement plays a key role in employee retention. With improved
engagement, companies can meet the desired bottom line.
6. Assessment:
An HR software and talent assessment tool helps you assess your organization's
capability to maintain the goals.
Once you have built a program, do a regular follow-up. Keep track of your employees'
development. And direct them towards the objectives.
Make sure you keep everything on track so that you are ready for whatever the
future brings.

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DEFINITION FOR TALENT MANAGEMENT

Talent management is defined as the methodically organized, strategic

Talent management practices have evolved over the years to cater to

o What is Talent Management?

What is Talent Management?

Learn more: What Is Talent Acquisition? Definition, Process,

Talent Management Process

o Acquire – Employer branding, recruitment, onboarding

o Develop – Workforce planning, culture at work,

o Deploy – Goal alignment, career-path planning,

1. Planning According to needs:

 Identifying human capital recruitment

2. Attracting top talents:

4. Developing the candidates:

The step involves the following process:

 Orientation and onboarding programs.

5. Retaining your valued employees:

Ways to retain employees:

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