Talent Management

  Attraction, identification, development, engagement, retention, and deployment are the six primary components of the talent management loop   (Hirsh,, 2015) . Attracting talent The ability to attract external talent is determined by how potential applicants perceive the company, the industry or sector in which it operates, and whether they share the company's values (Blibb, 2016). To attract external talent, it is critical to develop an appealing employer brand and employee value proposition  (Savarimuthu & Jothi, 2018) . The organization in which I work, to attract talented people, uses many advertising methods such as paper advertisements, TV commercials, and social media to give a proper image about the employee benefits. Identifying talent First and foremost, business important roles must be identified - these are leadership and specialist positions that, if left unfilled for an extended period, might put the organization at risk (Sternberg & Turnage, 2017)

Talent management aims to guarantee that firms hire the best personnel for the position, then appropriately onboard, develop, challenge, and compensate them. Software should collect data to help drive developments and emphasize the positive aspects of working for a company  (Sims, et al., 2007) . Businesses that use effective personnel management are more likely to outperform their competition, and public businesses that have a proven talent management strategy even outperform their peers in terms of shareholder returns  (Spies, 2016) . Even I as a manager for a leading fast food outlet global chain, we also get many benefits through “Talent Management”.   Benefits of Talent Management for Companies Improved recruitment:   There is still fierce competition for qualified candidates in certain roles and businesses. Communication breakdowns with quality prospects as well as a lack of tools to move the best candidates through the process have an influence on the ability to hire the

Talent management is more than a set of objectives that must be met; it is a strategy that requires careful implementation, regular monitoring, and continuous improvement  (Greene, 2020) . The six basic talent management strategies that act as the pillars of people functions are listed below  (Silzer & Dowell, 2009) . 1. Job descriptions that are detailed A well-written, informative job description aids the source, sourcing software, and the candidate in better understanding the job position (Cappelli & Keller, 2014) . Generic job descriptions simply serve to perplex all parties involved in the hiring process and result in a flood of useless applications  (Caplan, 2013) . The following is a list of information that must be included in the job description:        Title and place of employment         Overall responsibilities         Required abilities         Lines of reporting        Salary and benefits Salary and benefits Candidates can make an informed decisi

Over the years, there have been multiple models made for talent management that have been created. Talent management combines the HR tasks of talent acquisition, onboarding, performance, learning, and succession into a single system (Ibrahim & Zayed, 2018) . It gives the framework and resources which need to hire, deploy, develop, and keep the top people in the sector. HR and managers collaborate to shape the employee experience through every step of employment, from hire to retirement or transition, as part of the talent management continuum. The manager provides direction through regular feedback, professional and career development, and engagement activities that are all aligned with the organization's short- and long-term objectives  (DeVaro, 2020) . According to Nilu (2021), talent management produces measurable outcomes that have an impact on engagement, such as: Ø   Higher performance that is in line with the organization's objectives Ø   Top achievers are bette