This document discusses talent management, which involves recruiting, developing, and retaining employees to ensure the right people are in the right jobs. It covers the benefits of talent management such as having the right employees and better development decisions. Key aspects of talent management include talent acquisition, employee retention, and employee engagement. Talent acquisition involves selecting suitable candidates, retention focuses on strategies to encourage employees to stay long-term such as appreciation and growth opportunities, while engagement relates to an employee's commitment and willingness to help the organization.

1. TALENT MANAGEMENT
The name itself suggests is managing the ability, competency and power of
employees within an organization.
It is done to recruit, retain, develop, reward and make people perform.
The purpose of the Talent Management is to place the right person at the
Right place at the right time.
The phase of Talent Management is Talent Planning. In this phase the organization
establishes and define the competencies and sets a criteria to measure its talent
skills.
Presented By:- Nurani Karuna Surin
(pgpm)

2. Benefits of Talent Management
Right person in the right job.
Retaining the right Talent.
Understanding Employees better.
Better professional development decisions.

3. Talent Acquisition
 Is the process of attracting, finding, and selecting highly
talented individuals those who align with the business
strategy, possess required competencies, and who will
integrate smoothly and productively into the organization
and its culture to meet current and future employee needs.
Its like Acquiring wisely, as organization needs to gets the
right people on the right seats to succeed.
Why is it important?
Effective acquisition sets the stage for the success of the
organization and the employee.

4. Employee Retention
Is the process in which employees are encouraged to remain in the
organization or the maximum period of time or until the completion of
project.
What makes an employee leave?
Job is not what employee expected.
Stress of overwork.
No growth opportunities.
Lack of support and trust.
Compensation.
New job offers.

5. The major points in employee retention strategies are:
Hire the right person in place.
Make them realize that they are important to the organization.
Have faith in them trust and respect them.
Provide information and knowledge.
Give feedback on their performance.
Appreciate their performance.
Create a healthy environment.
Importance of employee retention:
The cost of turnover.
Loss of company knowledge.
Goodwill of the company.
Regaining the efficiency.

6. The process of retention is not an easy task, there are so many
tactics and strategies used by the organization to retain the
employee.
The basic purpose of these strategies is to increase the
employee satisfaction, employee moral and hence achieve
employee retention.
The longer you keep talented people in your organization, the
greater the return on investment will be.

7. Employee Engagement
It’s the commitment to the organization and its values and a
willingness to help out colleagues ( organizational citizenship).
It goes beyond job satisfaction and is not simply about
motivation.
Engagement is something an employee has to offer: it cannot
be required as a part of employee contract.

8. A poor engagement workforce tends to:
Have lower performance levels.
Pay lower attention to quality issues.
Be less innovative.
Have higher level of absenteeism.
Has higher labour turnover.