The talent management process is how you organize the management of your human resources. It is how you choose employees, how you hire them, and how (or if) you train them, motivate them, fire them, and so on. Steps 1.Specify What Skills You Need. 2.Attract the Right People. 3.Onboard and Organize Work. 4.Strategize to Retain Your Best Talent. 5.Plan for Successions. Principles Alignment with strategy. Internal consistency. Cultural embeddedness. Management involvement. Balance of global and local needs. Employer branding through differentiation

1. Talent
management
PREM KUMAR SONI

2. Talent management
Talent management is defined as a constant process of
attracting and retaining high-quality personnel, expanding
their abilities, and consistently motivating them to enhance
their performance keeping organizational goals in mind.
The process involves –
•Identifying talent gaps.
•Sourcing and onboarding suitable candidates.
•Developing needed skills in the hired candidates.
•Effectively engaging, retaining and motivating employees.
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kumar
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3. Importance and benefits of talent
management
 Improvement in business performance.
 Prepare companies to stay competitive.
 Prepare companies to face changes and risks.
 Drive innovation and creativity.
 Improvement in productivity.
 Strong employer branding.
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kumar
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4. Talent Management Strategies
•Detailed job evaluation.
•Person-organization fit.
•Collaborate, coach and evolve.
•Reward and recognition.
•Feedback and reviews.
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kumar
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5. Process Of Talent Management
1. Planning
- Identifying the talent gaps.
- Job evaluation.
- Job description.
2. Attracting
- External sources such as job portals and social networks.
- Internal sources such as referrals.
3. Selecting
- Finding the right match for the job.
- Resume selection and written tests.
- Group discussions and interviews.
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6. 4. Developing
- Effective onboarding.
- Growth through coaching and mentoring.
- Enhancing the skills and aptitude of employees.
5. Retaining
- Offering opportunities for growth.
- Rewards and recognition.
- Promotions and increments.
6. Transitioning
- Conducting effective interviews.
- Effective succession planning
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7. Steps in HR planning
•Analyzing the organizational goals.
•Analysis of the current manpower inventory.
•Future manpower forecasting.
•Estimating manpower gaps.
•Formulating the final action plan.
•Monitoring
• Feedback.
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kumar
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Shortages and surpluses can be identified with effective HR planning

8. Recruitment and selection
 Job vacancy
 Job analysis
 Job description
 Sourcing and advertising
 Assess and interview candidates
 Selection and offer of employment
 Onboarding
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kumar
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9. Practices for Talent Acquisition
 Hire the person, not the CV.
 Look for potential, not just for performance.
 Prioritize referrals (Internal).
 Advertise intelligently and strategically.
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10. Talent Pipeline
 A talent pipeline is a ready pool of skilled applicants who are
ready to step up and fill relevant important roles within the
business as soon as they become available.
 Internal employees that show promise and can be promoted
from within the business, as well as candidates from external
sources such as referrals, online job portals, and career web-
pages, can be included in this on-hold talent pool.
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kumar
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11. Importance of Talent Pipeline
 Saves the time
 Saves money of the organization.
 Ensures minimal disruption.
 Elevates the quality of hires.
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kumar
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12. Challenges in talent management
 Absence of staffing management plan.
 Ineffective hiring strategies.
 Inexperience with technology.
 Ineffective leadership.
 Unclear goal setting.
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13. Employee Engagement
 It’s the emotional connection or commitment that an
employee has to the organization that then causes the
employee to want to put forth the additional effort to ensure
the organization and the brand succeed.
Benefits
 Physical – employees exert a high amount of energy to do the
work. The level of complexity of work corresponds to the
employees’ specialized skill sets.
 Emotional – employees understand the job’s significance and
put their heart into the job. They feel challenged and inspired
while doing it and feel a sense of achievement when finished.
 Cognitive – employees become engrossed with their work
and start to get into the flow.
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14. Engaged employees….
Are self-motivated
Have a clear understanding of their roles
Recognize the significance of their contribution
Focus on future training and development
Feel that they belong to the community—that is, the
organization
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15. Employee Retention
Employee engagement is a very good tool for employee retention.
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kumar
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 Morale Improvement
 Experienced Employees
 Increased Productivity
 Better Customer Experience
 Improved Corporate Culture
 Increased Revenue
 Satisfaction