This document discusses various aspects of talent management. It defines talent management as the full scope of HR processes to attract, develop, motivate and retain high-performing employees. It notes that talent management aims to improve business performance by making employees more productive. The document outlines different talent management strategies, processes, and components, including talent audits, role development, performance management, learning and development, career management, total rewards, and attraction and retention policies. It discusses how these various aspects can help organizations identify, develop and retain top talent.

1. Chapter

2.  Set of unique abilities possess by individual.
 Natural aptitude or skill.
 Inner quality that emerge effortlessly.
 Skill, knowledge. Intelligence and experience
 Ability to learn and grow
 Judgment, attitude , character.
 Self- motivation
 Managing ability, competency and power of employees within
an organization. everything that is done to recruit ,retain,
reward and make people perform is part of talent management.

3. Talent management is the full scope of HR process to
attract, onboard, develop, motivate and retain high-
performing employees. Talent management is aimed
at improving business performance through practice
that make employees more productive.

4. The resourcing strategy
 Process that identifies current and future human
resources need for an organization to achieve its goal.
 Right people, right capacities, right time, right place
 Provides basis of human resource planning.
 attraction and retention policies and programs for
internal resourcing (identifying talent within the
organization and developing and promoting it).

5. Attraction and retention policies and programs
• Attracting right people, inducing them to apply for
the job vacancy.
• Choosing the right candidate from the applied
candidate.
• Attraction policies lead to programs for external
resourcing (recruitment and selection of people from
outside the organization).
• Retention policies are designed to ensure that people
remain as committed members of the organization.
• Control employee turnover.

6. Talent audit
 A talent audit identifies those with potential and provides
the basis for career planning and development –
 Ensuring that talented people have the sequence of
experience supplemented by coaching and learning
programs that will fit them to carry out more demanding
roles in the future.
 Talent audits can also be used to indicate the possible
danger of talented people leaving (risk analysis) and what
action may need to be taken to retain them.

7. Role development
. It also involves taking steps to ensure that people have the
opportunity and are given the encouragement to learn and
develop in their roles.
• Talent management policies also focus on role flexibility,
giving people the chance to develop their roles by making
better and extended use of their talents.

8. Talent relationship management
• Talent relationship management is the process of building
effective relationships with people in their roles.
• It is concerned generally with creating a great place to work.
• Treating individual employees fairly, recognizing their value,
giving them a voice and providing opportunities for growth.
• Better to build an existing relationship rather than try to create
a new one when someone leaves.

9. Performance management
• It defines build relationships with people
• identifying talent and potential
• planning learning and development activities .
• Line managers can be asked to carry out separate
‘risk analyses’ regarding employees performances.
• Performance management increase the engagement
and motivation of people by providing positive
feedback and recognition.

10. Total reward
 Provide both financial and non financial reward.
 Engagement and commitment of talented people by
demonstrating that they are valued for their
contribution and by operating fairly and consistently.
 Paying competitive rates will affect the ability of
organizations to attract (bonus) and retain (turnover)
people.

11. Learning and development
 Essential component in the process of developing talent.
 People acquire and enhance the skills and competencies
they need.
 Learning and development activities are also
important means of developing managers and gaining
the engagement and commitment of talented staff by
giving them opportunities to grow in their present
roles and to progress to higher-level roles.

12. Career management
 Consist of career planning and management
succession.
 Career planning shapes the progression of individuals
within an organization.
 assessments of organizational needs
 defined employee success profiles and performance.
 potential and preferences of individual members of
the enterprise.

13.  Employer branding ( attracting brand)
 Employer of choice ( rewarding work)
 Targeting recruitment and selection (what sort of people the
organization needs with regard to their qualifications and
experience and the extent to which they are likely to fit the
culture of the organization – its values and norms)

14.  Factors affecting retention: (company image, recruitment,
selection and deployment, leadership, employees join
companies and leave managers, learning opportunities,
performance recognition and rewards).
 Risk analysis (Risk analysis can be carried out initially by
identifying potential risk areas, how serious the effects of
a loss would be on the business, the ease with which a
replacement could be made and the replacement costs)

15.  Analysis of reason for leaving (Risk analysis provides specific
information on areas for concern. The retention plan should propose
actions that would focus on each of the areas in which lack of
commitment and dissatisfaction can arise)
 Areas of action
• Uncompetitive or unfair pay system
• Job design to maximize skill variety
• Job engagement
• Loyalty with company
• Reduce losses of people who cannot adjust with organization.
• Ensure the selection and promotion
• Take step to improve work life
• Pay positive contribution

16.  Right person in the right job
 Retaining the top talent
 Better understanding of employees
 Better professional development decision
 Customer satisfaction
 Employee productivity
 Company revenue

17. Refer to a lack of skilled person in an organization
Following are steps to address talent gap:
 Knowledge skill and abilities required for the job.
 Identify the area where proficiency needed.
 Look for persons with required knowledge within the industry or market.
 Select the right deserving candidates.
 Identify the skill gap of the candidate to the position.
 Mitigate skill gap.
 Provide training to newly hired employee.
 Roll out professional development plan to help employee succeed in
their role.
 To see where extra training or specialized attention is required.