TKM

2. Talent management
 Talent management can be defined as a deliberate
approach implemented to recruit or hire, develop
and retain people with required aptitude or skills
to meet the present and future goals or needs of
the organization.

3. CONCEPT
 Talent management is the attraction, selection, and
retention of employees, which involves a
combination of HR processes across the employee
life cycle. It encompasses workforce planning,
employee engagement, learning and development,
performance management, recruiting, onboarding,
succession and retention.
 The term was coined by McKinsey &
Company following a 1997 study.

4. Objective of talent management
 The primary objective of the process is to bridge the
gap between the talent present in the
organisation and the talent required to
accomplish a goal. This requires developing a sound
integrated talent management plan that not only aids
individual employee growth but also the growth of the
company as a whole.

5. importance of talent management
 Attract top talent .
 Employee motivation.
 Continuous coverage of critical roles. Talent management equips companies with the
tasks that require critical skills to plan and address the important and highly specialized
roles in the workforce to its employees. This means that the company will have a
continuous flow of employees to fill critical roles to help companies run their operations
smoothly and avoid extra workload for others, which could lead to exhaustion.
 Increase employee performance.
 Engaged employees Talent management allows companies to make systematic and
consistent decisions about the development of staff, which guarantees the employees’
skills and development.
 Retain top talent. Well-structured on-boarding practices create higher levels of
retention which saves the company on its recruitment and performance management
cost in the long run.
 Improve business performance.
 Higher client satisfaction. When systems are more integrated, client satisfaction rates
are usually higher, since they are dealing with fewer people and their needs are met more
rapidly.
 Investing in talent management surely is a great help for the company, now the question
is, how will companies

6. FUNCTIONS

7. PROCESS
 Talent Management Process:--
 Step 1: Specify What Skills You Need. ...
 Step 2: Attract the Right People. ...
 Step 3: Onboard and Organize Work. ...
 Step 4: Organize Learning and Development. ...
 Step 5: Hold Performance Appraisals. ...
 Step 6: Strategize to Retain Your Best Talent. ...
 Step 7: Plan for Successions.

8. TALENT MANAGEMENT PROCESS

9. IDENTIFY TYPE OF TALENT
 Identify What You Love to Do. Write down a list of
activities you enjoy. ...
 Know Your Interests. ...
 Identify Previous Successes. ...
 Take Some Tests. ...
 Interview Someone. ...
 Know Your Weaknesses. ...
 Start Putting it Together. ...
 Practice, and Practice Well.

10. Talent can be of various types—
 God gifted / natural talent by birth.
 Skill based talent which you have learnt (after birth)
through training & practice.
 Unique talent.
 Physical talent—based on body.
 Intelligence based talent.
 Creativity based talent.
 Performance based talent.
 Aptitude based talent.

11. TALENT GAP
 The talent gap is the space between your
employees' current level of talent, skill, or
competencies and where you'd need them to be to
meet your organization's goals. This often happens
because technology advances so quickly, it's hard for
employees to keep up—especially when they're not
actively trying

13.  Talent gap simply refers to a lack of skilled personnel in
an organization. Every organization occasionally faces the
tough issue of talent gap.
 ANALYSING TALENT GAP:-
 Step 1: Plan. You can perform a skills gap analysis on two
levels: ...
 Step 2: Identify important skills. Some employers say they
have difficulty filling jobs because of skill gaps. ...
 Step 3: Measure current skills. To measure skill levels, you
could use: ...
 Step 4: Act on the data

14. STRATEGIES TO FILL TALENT GAP
 Following are some of the strategies that can help reduce the
talent gap in an organization −
 Develop a Culture of Talent Development
 Organizational culture should be so nurtured that it will
facilitate to retain, sustain, and grow talent.
 Act as a Role Model
 Be transparent about your own needs to learn, develop and
share. Embrace openness. Leaders are never more powerful than
when they are shown to be learning.
 Reinforce the Value of Learning
 Go beyond the preliminary conversation about goals. Ask
employees what they want to accomplish and what they feel their
gaps are.

15. STRATEGIES TO FILL TALENT GAP
 Build Sustainable Processes
 Managers should coach and develop their people. Every employee
knows what areas they need to improve, and for those with particularly
high potential, career tracks should be developed that give them a
sense of a sustainable relationship with the organization.
 Strengthen Shared Values
 Every employee should be able to connect their daily work productivity
and responsibilities to the values of the organization. They need to
understand the job and the reason for completing the job successfully.
 Leverage Problems as Opportunities
 Problems in the workplace should be seen by employees as
opportunities to develop their skills and hone their talent for future
performance. Learning the causes and stresses inherent in the
problems can be helpful for both the organization and the employees.

16. TO PREVET TALENT GAP
 Learn How To Identify Skill Gaps. The first step
towards eliminating skill gaps is to identify them. ...
 Teach Employees To Train Themselves. ...
 Keep An Eye On Your Competitors. ...
 Inject New Talent Into Your Company. ...
 Embrace Continuous Learning.

19. TALENT V/S KNOWLEDGE

20. Main Elements of Talent Management
 Talent acquisition–recruiting, negotiating, and
onboarding new employees
 Talent retention–maintaining staff once hired
 Performance management–evaluating staff and
subsequent changes in role or salary
 Career development–providing opportunities for
professional growth
 Offboarding & Succession Planning–processing
individuals that leave your employ, initiating the
hiring cycle, and making short-term workflow
adjustments until a replacement is found

21. Consequence of failure in managing
talent?
 Failing to enhance employee productivity can result
in unmet business targets, lower profits and
higher HR costs as organisations scramble to replace
less productive workers. It can also foster an
organisational culture lacking in performance-
oriented work processes and systems, further
dampening performance levels