The document discusses various aspects of talent management including talent acquisition, recruitment, succession planning, and employee retention. It defines talent management as strategically managing the flow of talent through an organization to align people with jobs based on business objectives. Key processes include workforce planning, recruiting, development, and retention. Talent acquisition involves attracting the right people at the right time for the right cost. Recruitment is the process of finding and encouraging candidates to apply. Succession planning prepares employees to replace those who leave by identifying talent and providing training. Retention strategies aim to increase satisfaction and loyalty to reduce turnover.

1. TALENT SOURCING AND
ACQUISITION
RESHMA RAMESH
RAJADHANI BUSINESS SCHOOL

2. TALENT MANAGEMENT
Talent management is the strategic management of the flow of talent
through an organization. Its purpose is to assure that the supply of talent is
available to align the right people with the right jobs at the right time
based on strategic business objectives.

3. • Talent-management processes include:
Workforce planning
Talent-gap analysis
Recruiting
Staffing Education and development
Retention
Talent reviews
Succession planning
Evaluation

4. TALENT MANAGEMENT MODEL
Mission, Strategy and Values
(Talent Management Strategy)
Talent Acquisition
Sourcing, Selection
and On boarding
Talent Development
Performance Management,
Career Development,
Leadership Development and
Succession Planning
Talent Assessment and
Alignment
Internal Mobility and
Workforce Planning

5. BENEFITS OF TALENT MANAGEMENT
• Right Person in the right Job
• Retaining the top talent
• Better Hiring
• Understanding Employees Better
• Better professional development decisions

6. TALENT ACQUISITION
• “Recruiting the right people, at the right time , for the right cost structure, in the right
location.”
• Talent Acquisition is the process of attracting, finding, and selecting Employment
highly talented individuals Brand (those who align with the business strategy, possess
required Definition of Need competencies, and who will integrate smoothly Sourcing and
productively into the organization and its culture) to meet current Selection and future
employment Pre-Boarding needs.

7. TALENT ACQUISTION FLOW CHART

8. RECRUITMENT
• Recruitment is the process of searching for prospective employees and
stimulating and encouraging the to apply for the job.
• Recruitment is a process to discover the sources of manpower to meet
the requirements of the staffing schedule and to employ effective
measures for attracting that manpower inadequate numbers to facilitate
effective selection of an efficient working force.

9. Recruitment needs are of three types:
• Planned: Arises from changes in organization and retirement policy.
• Unexpected: Arises during resignations, deaths, accidents and illness.
• Anticipated: Refers to those movements in personnel which an
organization can predict by studying trends in the internal and external
environments.

10. FEATURES OF RECRUITMENT
It is a process rather than a single act or event.
Linking activity as it brings together the employer and the prospective employees.
Positive activity to seek out eligible persons from which suitable ones are selected.
To locate the sources of people required to meet job requirements.
Ability to match jobs to suitable candidates.
A two way process between recruiter and recruited.

11. RECRUITEMENT PROCESS
Definition and requisitions
Sources
Communication of information
Identifying prospective employees
Encouraging and attracting applicants
Candidate assessment

12. SOURCES OF RECRUITMENT
SOURCES OF RECRUITMENT

13. SUCCESSION PLANNING
Succession planning is a strategic, systematic and deliberate activity to
ensure an organisations future capability to fill vacancies consistent with
merit principle.
Succession planning is the process of training and preparing employees in
an organisation so that there will always be someone to replace an
employee who leaves.

14. REASONS FOR SUCCESSION PLANNING
• Identify highly talented individuals
• Promoting employee development
• Refining corporate planning
• Establishing the talent pool

15. GUIDELINES FOR SUCCESSION PLANNING
• Customized to suit the need of the organisation
• Driven by the line function and not HR executives
• Training and development
• Take into account the culture of the organisation
• Consistent with the future strategic direction of the company.

16. WHY SUCCESSION PLANNING FAILS
• No strategic vision
• Problem in dealing big picture
• Promotions & employee aspiration
• Lack of transparency

17. SUCCESSION PLANNING PROCESS

18. EMPLOYEE RETENTION
• The employee retention is the process in which employees are
encouraged to remain the organisation or the maximum period of time or
until the completion of project.
• The process of retention is not an easy task
• There are so many tactics and strategies used by the organisation to
retain the employee
• The basic purpose of these strategies is to increase the employee
satisfaction boost employee moral and hence achieve employee
retention.

19. IMPORTANCE OF EMPLOYEE RETENTION
• The cost of turnover
• The lose of company knowledge
• Interruption in the customer service
• Goodwill of the company
• Regaining the efficiency

20. RETENTION PROCESS

21. HOW TO RETAIN EMPLOYEE
• Top talent wants to work for the top companies
• Recognize and reward over and over again
• Know what their competitor does.
• Hire the best and avoid rest
• Provide flexible work place
• Orientation program for new employees