Steps in Talent Management System

Human resources plays many roles in a company. The department manages employee relations, talent acquisition, payroll, onboarding, and much more. One more duty of HR is talent management.

Sourcing the best people from the industry has become the top most priority of the organizations today. In such a competitive scenario, talent management has become the key strategy to identify and filling the skill gap in a company by recruiting the high-worth individuals from the industry. It is a never-ending process that starts from targeting people. The process regulates the entry and exit of talented people in an organization.

To sustain and stay ahead in business, talent management cannot be ignored. In order to understand the concept better, The stages included in talent management process:

• Understanding the Requirement: It is the preparatory stage and plays a crucial role in success of the whole process. The main objective is to determine the requirement of talent. The main activities of this stage are developing job description and job specifications.
• Sourcing the Talent: This is the second stage of talent management process that involves targeting the best talent of the industry. Searching for people according to the requirement is the main activity.
• Attracting the Talent: it is important to attract the talented people to work with you as the whole process revolves around this only. After all the main aim of talent management process is to hire the best people from the industry.
• Recruiting the Talent: The actual process of hiring starts from here. This is the stage when people are invited to join the organization.
• Selecting the Talent: This involves meeting with different people having same or different qualifications and skill sets as mentioned in job description. Candidates who qualify this round are invited to join the organization.
• Training and Development: After recruiting the best people, they are trained and developed to get the desired output.
• Retention: Certainly, it is the sole purpose of talent management process. Hiring them does not serve the purpose completely. Retention depends on various factors such as pay package, job specification, challenges involved in a job, designation, personal development of an employee, recognition, culture and the fit between job and talent.
• Promotion: No one can work in an organization at the same designation with same job responsibilities. Job enrichment plays an important role.
• Competency Mapping: Assessing employees’ skills, development, ability and competency is the next step. If required, also focus on behaviour, attitude, knowledge and future possibilities of improvement. It gives you a brief idea if the person is fir for promoting further.
• Performance Appraisal: Measuring the actual performance of an employee is necessary to identify his or her true potential. It is to check whether the person can be loaded with extra responsibilities or not.
• Career Planning: If the individual can handle the work pressure and extra responsibilities well, the management needs to plan his or her career so that he or she feels rewarded. It is good to recognize their efforts to retain them for a longer period of time.
• Succession Planning: Succession planning is all about who will replace whom in near future. The employee who has given his best to the organization and has been serving it for a very long time definitely deserves to hold the top position. Management needs to plan about when and how succession will take place.
• Exit: The process ends when an individual gets retired or is no more a part of the organization.

The best way to approach talent management

1. Support when an employee is effective in the right role

You need to support employees that are performing effectively in their current roles. The idea is to retain talent by helping them grow and making sure they are happy with their job role and responsibilities.

2. Invest in employees underperforming in the right roles

While it is easier to write off employees that are underperforming in the right role, it is important for organizations to consider all factors like poor training, lack of resources, poor role definition, and poor supervision before blaming it all on the employee.

Otherwise, you might end up hiring the replacement with the exact same issue.

That is why you need to do what it takes to give your employees the right training programs and define their role more accurately.

3. Promote employees performing outstandingly in the wrong role

There will always be a time when employees will outgrow their job roles. Organizations need to get the timing right and promote the employees before they get hired by a competitor. Employees often think they are ready for a promotion before you think they are ready. In cases like these, it is always better to move them before you are comfortable in order to retain talent.

4. Move out employees underperforming in the wrong role

When you see an employee underperforming, you need to analyse whether they are in the wrong role or the right role. If they are in the right role, then you need to invest in the employees. But if they are in the wrong roles, then you need to move them into a role that is more suited to them.