Talent Management Process Model
The process of talent management may start with, acknowledging the necessity for talent and results in filling that gap and ultimately growing and optimizing the abilities, traits, and experience of workers, new and recent (Ployhart, et al., 2013). Figure 1 depicts the key points of the talent management process.
Figure 1- Talent Management
Process Model
Source – semanticscholar.org (2019)
1. Planning: Design, like
any process with a group output, is the start of the talent management process
2. Attracting: supported the
setup, the natural next step is to decide whether the talent necessities ought
to be crammed in from at intervals the organization or from external sources
3. Selecting: This involves
employing a string of tests and checks to search out the proper match for the
duty – the best person-organization match
4. Developing: Quite a few
organizations these days operate the concept of hiring for perspective and
coaching for skills
5. Retaining: For any
organization to be winning, sustainably, talent must be preserved effectively.
Most organizations try and retain their best talent through promotions and
increments, providing opportunities for growth, encouraging involvement in
special comes and decision-making, coaching for additional evolved roles, and
rewards and recognition programs (Schuler, et al., 2011).
6.
Transitioning: Effective talent
management always focuses on a collective transformation and evolution of the
organization through the expansion of each staff. This involves creating every
worker feel that they're a section of a much bigger whole. Providing retirement
advantages, conducting exit interviews, and effective succession designing might
sound like unrelated career points however they're all transition tools that
alter the shared journey
References
Effron, M. & Ort, M., 2010. One Page Talent
Management: Eliminating Complexity, Adding Value. s.l.:Harvard Business
Review Press.
Gallardo, E., Nijs, S., Dries, N. & Gallo, P., 2015. Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis. Human Resource Management Review, 25(3), pp. 264-279.
Haziazi, H. A.,
2021. Development of Framework for Talent. Development of Framework for
Talent, 9(4), pp. 1771-1781.
Khatri, P., Gupta, S.,
Gulati, K. & Chauhan, S., 2010. Talent Management in HR. Journal of
Management and Strategy, 1(1), pp. 39-46.
King, K. A. & Vaiman,
V., 2019. Enabling Effective Talent Management through a Macro-Contingent
Approach: A Framework for Research and Practice. BRQ business Research
Quarterly, 22(3), pp. 194-206.
Ployhart, R. E., Nyberg,
A. J., Reilly, G. & Maltarich, M. A., 2013. Human Capital Is Dead; Long
Live Human Capital Resources!. Journal Of Management, 40(2), pp.
371-398.
Sareen, P. &
Mishra, S., 2016. A Study of Talent Management and Its Impact on Performance
of. IOSR Journal of Business and Management, 18(12), pp. 66-73.
Schuler, R. S., Jackson,
S. E. & Tarique, I., 2011. Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business, 46(4),
pp. 505-516.
Semanticscholar, 2019. Semanticscholar. [Online]
Available at: https://www.semanticscholar.org/me/research
[Accessed 10 11 2021].
Whysall, Z.,
Owtram, M. & Brittain, S., 2019. The new talent management challenges of
Industry 4.0. Journal of Management Development, 38(2), pp. 118-129.
Hi Isuru, I do agree with your content. To further elaborate on the topic, Talent management assures the organisations that competent people with the right skills and right job positions are employed (Taheri, Hosseinpour and Siadat, 2021).It is widely accepted that in the recent economic downturn, there are many demands for talent, and thus many organisations employ talent management systems to create a competitive advantage. Further, The lack of an integrated talent management process, as a strategic approach, leads to a waste of time, effort, and money (Khor et al., 2020).
ReplyDeleteThank you Nirmika for your valuable thoughts. yes, I do agree with you that Talent management ensures that competent people with the right talents and job positions are employed in organizations (Siadat, 2021).
DeleteGood explanation Isuru. The first step, planning aligns talent management model in line with the overall goals of the company (Thunnissen, 2016). In addition, it assesses current workers to see what is working well for the organization. For instance, if an employee with certain characteristics tend to stay at the organization for a longer duration, management can plan to hire more workers similar to them (Sparrow, 2019).
ReplyDeleteThank you, Dileep for your valuable thoughts. Also Following the setup, the obvious next step is to determine whether the talent requirements should be filled from within the business or from outside sources (Whysall, et al., 2019)
DeleteHi isuru, agree with you, adding to your points, The conditions generated by the outcomes of the macro talent system are therefore consequential to the organizations are operating within these contexts. For example, outcomes such as macro system produces or country competitiveness for global talent, etc. (Khilji et al., 2015).
ReplyDeleteThank you, Dineth for your valuable thoughts. Also adding to your point, The beginning of the talent management process, like any process with a collective result, is design (Sareen & Mishra, 2016)
DeleteHi Isuru, well written article and adding to that according to Armstrong (2006) Talent management is the use of an integrated set of activities to ensure that the organization attracts, retains, motivates and develops the talented people it needs now and in the future. Further more aim is to secure the flow of talent, bearing in mind that talent is a major corporate resource.
ReplyDeleteThank you, Lakshan for your valuable thoughts. Also adding to your point, This entails putting a series of tests and checks in place to find the optimal person-organization match for the job (Sareen & Mishra, 2016).
DeleteHi Isuru. Agree with the content. Adding more points, Dries (2013) mentions that, Talents are seen as unique strategic resources, crucial for achieving sustained competitive advantage. Armstrong & Taylor (2020) states Talent Planning as a main point of talent management process which uses the techniques of workforce planning and leading to the development of policies for attracting and retaining talent and estimating potential requirements as monitored by talent audits.
ReplyDeleteThank you for sharing your useful insights, Gihan. Following the initial setup, the apparent next step is to assess if the talent requirements should be filled internally or externally (Whysall, et al., 2019).
DeleteIn deed agreed with you Isuru, It is really necessary to manage the talents of employees in organization if you want drive them to achieve organizational goals.Talent management starts with the business strategy and what it signifies in terms of the talented people required by the organization. Ultimately, its aim is to develop and maintain a talent pool consisting of a skilled, engaged and committed workforce(Armstrong,2006).
ReplyDeleteThank you for your helpful input, Manoj. This means putting in place a series of tests and checks to determine the best person-organization match for the position, to add to your point (Sareen & Mishra, 2016).
DeleteAgree with you Isuru, further to this would like to add the conceptual research on talent management process, that consist on perceived organizational justice, research performance and perceived talent management (Eghbal, Hoveida, Seyadat, Samavatyan and Yarmohammadian, 2017). Moreover the justice process categorized as Procedural justice, interactional justice and distributive justice, where discovering talent sources, attracting talents, retaining talents and identifying talen needs can be categorized under the perceived talent management (Niehoff, Moorman, 1993).
ReplyDeleteThank you for your valuable contribution. Yes, I completely agree with you. Attracting top-tier personnel, expanding their knowledge and abilities through training, inspiring them to improve their performance, and establishing a healthy work environment are all part of talent management. These processes, when handled effectively, can empower your people, allowing the organization to realize its aspirations and goals (Caplan, 2013).
DeleteTalent audits can identify employees with high potential and provide the basis for benchmarking talent in terms of talent acquisition, talent development, and retention (Aljbour et al., 2021). In addition, the talent development skills model can support future requirements and identify skills shortages (North et al., 2021).
ReplyDeleteAljbour, A., French, E. and Ali, M. 2021. An evidence-based multilevel framework of talent management: a systematic review. International Journal of Productivity and Performance Management. ahead-of-print(ahead-of-print).
North, C., Shortt, M., Bowman, M.A. and Akinkuolie, B. 2021. How Instructional Design Is Operationalized in Various Industries for job-Seeking Learning Designers: Engaging the Talent Development Capability Model. TechTrends. 65(5), pp.713-730.
Ravi, thank you for sharing your valuable ideas. The obvious next step after the initial setup is to determine if the talent requirements should be filled internally or externally (Whysall, et al., 2019).
DeleteYes, I agree with you, Talent should match particular organisational expectations and intents. However, it may be argued that, although all employees in an organisation should be exposed to development opportunities, they are regarded as talented (Waldt,2020)
ReplyDeleteThank you for your helpful input, Suranagi. This means putting in place a series of tests and checks to determine the best person-organization match for the position, to add to your point (Sareen & Mishra, 2016).
DeleteThis comment has been removed by the author.
ReplyDeleteHi Isuru, well said, The primary purpose of talent management is to create a motivated workforce who will stay with your company in the long run. The exact way to achieve this will differ from company to company.Sareen, P. & Mishra, S., 2016
ReplyDeletePurnima, thank you for sharing your valuable ideas. The obvious next step after the initial setup is to determine if the talent requirements should be filled internally or externally (Whysall, et al., 2019).
DeleteHi Isuru, agreed, Talent management practices have evolved over the years to cater to people-specific trends much like all other aspects of work, and have changed in fast strides over the last few years. Strategic talent management is a necessity in today’s hyper-change environment. Global trends in talent and human capital management have led to a renaissance of the work-worker-workplace equation. Sareen, P. & Mishra, S., 2016
ReplyDeleteThank you for your helpful input, Ijaz. Yes, I believe that talent management ensures that firms hire competent people with the necessary skills and job responsibilities (Siadat, 2021).
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