Importance of Talent Management for an organization
Talent management is just one of those annoying terms in human resources, isn’t it? Wrong: Talent management is a company’s commitment to hire, hire, retain and develop the most talented and best people on the job market.
Talent management is, therefore, a useful term when it describes a company’s commitment to hiring, managing, developing and retaining talented people. It encompasses all processes and work systems related to retaining and developing a superior workforce.
Talent management is a business strategy that companies hope will help them retain their most talented and qualified employees. Just like employee participation or recognition, it is the declared corporate strategy that ensures the recruitment of the best talent in competition with other employers.
If you tell a potential employee that you are committed to a talent management strategy that enables him or her to develop professionally, attract the best talent. In fact, studies show time and again that the ability to develop and improve their professional and personal skills is an important motivational factor that explains why employees accept and retain a job.
What distinguishes talent management practitioners and companies from companies that use terminologies such as human capital management or performance management is that they focus on the manager’s role in the life cycle of an employee of a company rather than on his or her dependence on the human resources department. Practitioners of the other two employee development and retention strategies argue that performance management, for example, has the same best practices. It is only called under another name.
Talent management gives managers an important role and responsibility in the recruitment process and in the ongoing development and retention of managers. In some companies, only the best talent is included in the talent management system. In other companies, every employee is involved in the process. In some companies, the talent management system is accessible electronically, in others, informal communication between managers and HR employees is the approach.
You can include the following systems if you see talent management as your overall business strategy for recruiting and retaining talented people.
· Recruitment Planning Discussion
· Development of the job description
· Preparation of the job offer and placement of the place of recruitment for the job offer
· Review of application documents
· Telephone or online interview
· Internal interviews that can include multiple meetings with many of your current employees
· Authorization Check and Background Check
· Submit the job offer to the selected person
· Agreement on the amount of the offer
· Start of the working day and process of employee integration
· Information and presentations for new employees
· Objectives and feedback
· Coaching and relationship building by the manager
· Formal feedback systems such as performance management or an assessment process
· Continuous employee development
· Career planning and career advice
· promotions, lateral shifts, transfers
· Termination at the employee’s option or for good cause by the employer
As mentioned earlier, the majority of these work systems are directly in the hands of the employee’s supervisor. The human resources department can provide support, training, and assistance, but the day-to-day interactions that ensure the success of the new employee are handled by the manager. Employee development and coaching are the results of active daily interaction with the manager.
The Human Resources Department can take the lead in some of the activities you see on this list, particularly when hiring and selecting new employees and in the event of termination of employment. The HR department is also very involved in performance management systems, career planning, etc. and leads systems development.
But managers are the means to implement them for the general recognition of the employee’s work and the continued retention of the employee. Take responsibility seriously, it’s so important.
Talent management is a business strategy that you must fully integrate with all of your organization’s employee-related processes. Recruiting and retaining talented employees in a talent management system is the responsibility of all members of the organization, especially managers who have employees who report (talent).
An effective strategy also involves exchanging information about talented employees and their possible career paths within the organization. In this way, different departments can identify the talent available when opportunities arise.
A company that conducts this type of effective succession planning ensures that the best talent is trained and ready to move on to the next position in their career path. Succession planning benefits employees and the company. Managers across the organization are in contact with the people who are preparing you for your next big role.
In large organizations, talent management requires Human Resources Information Systems (HRIS) that track employees’ careers and manage opportunities for talented employees.
Learn more about the work systems that include talent management and best practices in talent management. Your effective approach to talent management will help you attract and retain the people you need to succeed.
Below is one of the best HRIS you can use in your organization to manage all your HR functions.
IceHrm is a Human resource management system for small and medium-sized organizations. This HRM software centralizes employee data and allows only one authorized person to access it, providing a high level of security. The presence module monitors employee time based on information about insertion and perforation. It covers all the basic HRM needs of a company such as Time Management, Attendance Management, Expense management, leave management, Recruitment management and handling employee information.
Key Features of IceHrm
Unlike the other popular HRM software, you can use one system for all HRM functions. As the other HRM software tools are designed for specific HRM functions separately, using IceHrm will benefit you to utilize all HRM functions in one software. There are three different editions in IceHrm. Each edition has different features. You have a choice to select which edition will suit your organization according to your HR requirements in the organization. Also, you can purchase the IceHrm software based on the number of employees in your organization.