Digital Talent Management Framework

 

https://genesis-aka.net/information-technology/management/2021/07/09/use-a-digital-talent-management-framework-to-future-proof-the-it-workforcegartner/

What is digital talent management framework?

A concept called "digital talent management" was created to increase an organisation's or company's capacity for attaining its objectives. A productive labour system for gathering these human resources is what this endeavour aims to achieve. The goal and mission of the organisation must be in alignment with this digital talent management framework. What goals does the organisation have? What are the requirements for ideal employee candidates? By implementing a procedure like this, HRD will gain more insight into the general requirements of the ideal applicant as measured by skills, attitudes, or other benchmarks.

According to Mok, L. (2022), there are key questions in any digital talent strategy.

• How do we prepare a workforce in IT for the future?
• How can we find and hire digital talent who possesses the necessary skills and competencies?
• How do we keep the knowledge and abilities of the current workforce current and relevant?
• How can we keep our employees and inspire them to work harder, engage more, and commit to the company?
• How do we release and oversee worker migrations out of the company and into other environments?
• How can the effectiveness and influence of IT personnel be measured and related to business results?

From recruitment through renewal and retention through talent release, the Gartner Digital Talent Management Framework approaches digital talent management from a life cycle perspective.

This method can be used by CIOs and IT leaders to identify and prioritise the requirements for digital talent and skills, as well as to design strategies to evolve the workforce and meet changing business priorities.

https://www.gartner.com/smarterwithgartner/use-a-digital-talent-management-framework-to-future-proof-the-it-workforce

Recruit

To find, entice, and hire high-potential individuals, concentrate on the following four essential recruitment components.

01.Descriptions of the job and skill profiles

Job descriptions should be outcome-based, competency-centric, and help applicants visualise their personal and professional development, creating a bigger talent pool and recruiting high-potential IT talent.

02.Employer branding

CIOs should develop an employee value proposition (EVP) to draw in and retain top IT talent and make job advertisements clear of their brand values.

03.Selection

Organisations want a tech-enabled recruitment process that is objective, supports diversity, equity, and inclusion, and can hire a large volume of candidates for IT posts. CIOs, IT executives, and hiring managers may use data and artificial intelligence tools to quickly screen, evaluate, and find high-potential employees. These technologies can aid in providing applicants with more relevant and customised experiences.

04.Onboarding

A successful onboarding process can guarantee a long-lasting, mutually beneficial relationship between organisations and their workers. Increase the length of the process from a few weeks of orientation to six months or even a year to ensure that employees have time to assess and improve their skills and competencies in order to achieve performance objectives. This is particularly crucial in hybrid and remote work settings, where cultures may feel more distant.

Renew

The leadership should concentrate on the following in order to maintain ongoing staff renewal that supports the shifting requirements of digital business:

01.Making a strategy for your future while developing your skills and competencies

CIOs and IT leaders should encourage an upskilling and reskilling culture by recognising and developing current employees, and encouraging them to take competence evaluation exams.

02.Planning and managing the succession

CIOs must deal with disruptions like the upcoming retirement of important leaders or the loss of personnel with in-demand skill sets in a talent market that is becoming more and more competitive. Organisations that embrace succession planning and management as an ongoing process can:

• 
  
• Bounce back from disruptions
• Seize new opportunities
• Feel confident that they have capable IT talent to fill the void in pivotal roles

(Endeavor,2021)

Retain

Recognise the elements that affect employee engagement and create a holistic incentives strategy to inspire and keep employees over the long term.

01.Employee engagement and experience

For the purpose of identifying potential improvement areas, compare their employee engagement scores. How work settings, productivity, and accountability interact has 

evolved as a result of the global transition towards a remote IT workforce. To keep staff members happy, inspired, and productive in a virtual setting, adopt a more intuitive and compassionate leadership approach. Gather and analyse employee input by conducting pulse surveys. The outcomes will show how well hybrid and remote workplace concepts can improve employee productivity.

02. Total rewards strategy

A whole rewards approach provides a comprehensive means to deliver the organisation's EVP, including remuneration, benefits, career management, performance recognition, and work-life balance.

Release

Former employees might return to the company in the future, or they might start working as important customers, partners, or brand evangelists. As a result, offboarding and transition planning take on equal importance to onboarding new employees.   

01.Transition planning

Different situations result in different types of transitions in businesses. There may be layoffs, mergers and acquisitions, job transfers or promotions, etc.

All of these factors are taken into account during transition planning to develop solid procedures (like the onboarding procedure for new hires) to manage transitions throughout the organisation. It may be difficult to acclimatise a leader to a new role or promote an employee to a leadership position without a well-structured process in place. Such transitions can be facilitated via development plans for high-potential IT people, mentoring programmes, or "buddy" systems.

02.Offboarding

It ought to be done in conjunction with succession planning and give the retiring employee enough time to transmit the expertise. If done correctly, there will always be individuals from inside the organisation (especially for leadership and essential responsibilities) who are willing to step up and assume the vacant position.

For the employee to be open and give thoughtful criticism, the exit interview should foster a safe and cordial environment. Utilising the input will help strengthen employee retention and engagement strategies.

Conclusion

Even in the face of perhaps worse economic conditions, IT expertise is still hard to come by and expensive, endangering important digital endeavours. Beyond the present, there will be a longer-term requirement for IT to provide newer and more advanced capabilities in order to accommodate innovative working methods.
To prepare your IT personnel for the future, use a framework for digital talent management.

References:

Sagara technology idea lab. (2021) 4 Digital talent management framework that you need to know. (online). Available at https://sagaratechnology.medium.com/4-digital-talent-management-frameworks-that-you-need-to-know-fb0e771d8e37. Accessed on 19th April 2023.

Mok, L. (2022) Use a digital talent management framework to future- proof the IT workforce. (online) Gartner. Available at https://www.gartner.com/smarterwithgartner/use-a-digital-talent-management-framework-to-future-proof-the-it-workforce. Accessed on 19th April 2023.

Lucas, S. (no date) How to develop a talent management framework for your organisation. (online) AIHR. Available at https://www.aihr.com/blog/talent-management-framework/. Accessed on 19th April 2023.

Endeavor. (2021) Use a digital talent management framework to future proof the IT workforce. (online) Available at https://endeavorservice.com/business-and-technology/use-a-digital-talent-management-framework-to-future-proof-the-it-workforce/. Accessed on 19th April 2023.

Modern Talent Challenges

 

https://www.forbes.com/sites/esade/2022/01/10/the-15-big-challenges-facing-talent-management-in-2022/?sh=7c4366c35d60

One of the most important things that talent management does is attract brilliant people to your business and help them develop their talents. Simply filling a post with qualified candidates is insufficient. The goal of talent management is to identify the best candidate for the position and ensure that this candidate can eventually contribute to the organisation as a valuable asset. The purpose of talent management may be hampered by certain challenges. The management team's primary task also involves controlling these challenges. Many of these problems affect all organisations. Those are listed below.

Accepting new interests

Younger recruits' evolving natures, wants, and behaviours, particularly those of "digital natives," are driving some of that re-imagining. Many of the "talented" members of this more recent batch will be the ones we are talking about. Technology is how they naturally interact with the world.

On the other hand, 'baby boomers' make up a large portion of senior leaders in organisations. With regard to technology and contemporary communication tools like blogs, webinars, tweets, and texting, these two generations often have very different perspectives. Many of the under-30s who make up the market's "talent pool" want to work for a company that reflects their feelings, thoughts, behaviours, and appearance. They anticipate having rewarding jobs that are difficult, fascinating, and valued.

The senior leadership frequently thinks that paying them (relatively) adequately and providing them with holidays and a few benefits is sufficient. If talent is to come and stay, there is a fundamental mismatch in expectations that must be addressed.(babington,2022)

High Potential Talent Recognition

It's simple to evaluate and comprehend excellent performance. Finding and comprehending the potential is really challenging. It is subject to interpretation, subjectivity, and even bias. The first phase in the conventional talent management process is typically the identification of high-potential talent. It includes assessment centres, leadership interviews, prior performance information, psychometric exams, and more. Each of them poses a unique set of difficulties, adding to the complexity of the whole situation.

 

Retention

Organisations must research the market to identify best practises to increase retention of high-potential personnel and remain one step ahead of the market to avoid financial loss.

 

Leadership Development

Finding talent is only the beginning of the process. It might be difficult to manage talent through effective leadership development activities. This is due to the fact that it can be difficult to determine how much money to invest, what interventions would truly provide positive business benefits, and whether an employee will continue to work for the company after receiving such dedication to their leadership development.(Juneja , no date)

Making an ethically talented culture

There are still additional opportunities and difficulties for talent management, including establishing ethical standards, raising transparency, simplifying processes, and creating a culture of recognition and appreciation.

Training and Talent Development

The economic slump also made organisations more aware of innovative employment patterns, such as part-time or temporary workers. This presents a fresh challenge for personnel management, training, and development of contract or project-based employees. The problem of raising these people's commitment to their employment is much greater.(Juneja, no date)

Encouraging passion

Talented people want to work for a company in an environment that aligns with their beliefs, attitudes, and expectations. The majority of organisations and top leaders are ill-equipped to satisfy their demands and goals.

 According to Babington, (2022) commentators, particularly Philp Whiteley and Neela Betteridge in their influential book "New Normal: A Radical Shift" and more recently Vlatka Hupic in her seminal book "The Management Shift," feel that conventional business models, which are founded on economists' conceptions of what business is for, need a radical re-imagination to deal with a very different and rapidly changing world.

 

The aforementioned difficulties persist despite all research and effort put forward. Organisations are constantly looking for solutions to mitigate them since their severity or scope is constant.

References:

Juneja, P. (no date) Talent management. Current trends in talent management (online) Management study guide. Available at https://www.managementstudyguide.com/talent-management-opportunities-and-challanges.htm. Accessed on 19th April 2023.

babington. (2022) 6 Challenges of talent management. (online) Birmingham. Available at https://babington.co.uk/insights/help-guidance/6-challenges-of-talent-management/. Accessed on 19th April 2023.

Talentedge. (no date) Talent management challenges that all organizations face. (online) Available at https://talentedge.com/articles/talent-management-challenges-organizations-face/. Accessed on 19th April 2023.

InStride. (2022) Top talent challenges organisations are facing in 2022. (online). Available at https://www.instride.com/insights/challenges-of-talent-management/. Accessed on 19th April 2023.

Global Talent Management & Principles

 

https://www.simplilearn.com/principles-of-management-by-henri-fayol-article

What is global talent management?

Global talent management (GTM), which has its roots in international human resource management, became a crucial strategic concern for multinational corporations (MNCs) at the turn of the twenty-first century as a result of talent shortages and employee mobility on a global scale. It describes the actions and procedures involved in the systematic identification of key roles that significantly contribute to the organisation's long-term competitive advantage, as well as the global identification, attraction, selection, recruitment, training, and retention of talented people to fill these roles. Thus, as a concept, GTM is both more inclusive than human resource management and wider than leadership succession. The emphasis is on essential roles, taking into account the organisation's worldwide reach, key people (with high levels of talent) to fill these roles, and a unique human resource architecture to manage such brilliant people. GTM differs from strategic talent management (TM) in that it focuses on the TM problems of multinational corporations, whereas strategic TM deals with the TM concerns of domestic organisations. However, GTM is multidisciplinary and strategic in nature. As was already noted, it has a strong foundation in organisational psychology, economics, international management, and human resource management at the global level. Political science and sociology are additional areas that contribute.

Key principles of GTM

https://sloanreview.mit.edu/article/six-principles-of-effective-global-talent-management/

An effective global talent management plan has as its primary goals the recruitment, development, deployment, and retention of the best candidates. Instead of doing that by adhering to generic "best practises," a business might adopt six guiding principles that are in accordance with its entire strategy and culture.

01.Alignment With Strategy

The overall corporate strategy should be in line with your global talent management practises. Establishing talent requirements so closely ties in with establishing business objectives.

If your multinational company plans to enter new markets, you should analyse the existing and future personnel requirements in those areas. You must create a talent strategy that supports your company's goals if it wants to offer a new service or boost worldwide revenues by 10% over the next five years.(Gertenbach, E. 2022)

02.Internal consistency

Adopting solitary practises may not be successful and may perhaps have the opposite effect. This principle deals with the harmony of the company's talent management procedures. It's critical to be consistent.

03.Cultural embeddedness

ensuring that the talent being hired is suitable in terms of ability and skills as well as that their cultural background and values are consistent with the fundamental organisational values and business tenets. Using values and beliefs as the foundation for screening, interviews, training, and development instead of emphasising abilities, experience, or academic qualifications, for instance, is how IKEA's standard questionnaire treats job candidates.

04.Management involvement

All managers, including the CEO, must participate in talent management processes. Senior executives and line managers should take a proactive role in personnel management, prioritising hiring, succession planning, leadership development, and critical staff retention.

05.Balance of global and local needs

Managing talent is a very difficult issue for larger, international firms. While upholding the integrity of their overall global policy with respect to talent management, businesses must make sure to adapt their talent management process to local demands.

06.Employer branding through differentiation

Employers must make a strong case for why they are desirable places for people to advance their careers given the rising competition for the right kind of talent. The best way to accomplish this is for firms to create their own distinctive employer brand. As an illustration, Infosys has combined efforts in local communities with global branding initiatives to promote brand attractiveness, increase name recognition, and fill its talent pipeline.(Rathore, 2021)

Conclusion

 Global organisations utilise comprehensive HRM systems that are in line with their culture and strategic goals. Companies' approaches to managing people become more standardised and sophisticated. Driving forces behind the convergence:

•  The struggle over the same talent pool,  A rise in international integration, Popularity and success encourage copycat behaviour.

Only when they are used in a specific context are best practises truly best.

References

Gertenbach, E. (2022) Global talent management: key elements, strategies, and more. (online) Upwork. Available at https://www.upwork.com/resources/global-talent-management. Accessed on 18th April 2023.

Stahl, G.K, Bjorkman, I, Farndale, E, Morris, S.S, Paauwe, J, Stiles, P, Trevor, J, Wright, P. (2012) Six principles of effective global talent management, MIT sloan management review (online). Available at https://ideas.wharton.upenn.edu/wp-content/uploads/2018/07/Intro-to-Diversity-and-Inclusion_Stahl-Bjorkman-Farnda.pdf. Accessed on 18th April 2023.

Rathore, A. (2021) Guiding principles of talent management: An overview. (online) Linkedin. Available at https://www.linkedin.com/pulse/guiding-principles-talent-management-overview-adhiraj-rathore/. Accessed on 18th April 2023.

Thusing, K. (2015) Six principles effective global talent management. (online) Prezi. Available at https://prezi.com/b5k4ro0zltwm/six-principles-effective-global-talent-management/. Accessed on 18th April 2023.

Modern Trends in Talent Management

https://arcoro.com/blog/5-current-trends-in-talent-management-were-seeing-in-2019/

Overview of modern talent management

An introduction to talent management has been discussed in previous articles, and the traditional approaches to talent management have been challenged due to changing project models due to competitive market behaviour, new technical methods entering the market, and the thoughts and needs of modern employees.

In addition, despite the fact that many occupations have suffered permanent changes as a result of COVID 19, the fundamental goals of talent management remain the same. Culture, tools, and innovation are necessary for effective talent management. In this article, I hope to discuss some new principles of modern talent management.

According to Holiday, M. (2023), there are several trends in modern talent management. Let's discuss some of them.

01.Talent analysis by utilising technology

Software for human capital management (HCM) can increase efficiency for small organisations by logging, compiling, and reporting data. It has capabilities including new recruit requisition approvals, automation of time-off requests, budgeting and planning, linkages to application tracking systems, tracking of all employees' records globally, onboarding workflows, real-time data access, built-in dashboard, and reporting.

02.Education, training, and reskilling of employees

According to Holiday, M. (2023) by 2030, technologies such as automation and AI will transform only one-third of the world's billion jobs.  Can reduce hiring costs and improve productivity by training and retraining. Businesses use training and retraining to keep up with new technologies.

03.Diversity, equity and inclusion(DEI)

According to the Mckinsey Company's article (2022), many organisations striving to support many groups of people, including those of different races, ethnicities, religions, abilities, genders, and sexual orientations, share the principles of diversity, equity, and inclusion, which are three concepts that are strongly related to one another. DEI is a tactical and financial advantage for firms, and it's quickly gaining importance among candidates for jobs. According to statistics from McKinsey, diversified organisations were 33% more likely to outperform their rivals. Start by improving your communication. Get a sense of how your business is doing, put DEI metrics in place for hiring and retaining staff, and work to diversify your candidate pool. Send surveys to employees, form employee resource groups, and host town halls to discuss the issue.

                                         https://www.youtube.com/watch?v=1kUNlRWebcc

04.Performance will be driven by empathy

It is crucial to know that empathy and performance are not mutually exclusive after the pandemic. Empathy motivates individuals, and people motivate businesses. Every job now involves some level of uncertainty and worry, and HR directors will turn to empathy as one of the most important remedies. The epidemic provided opportunities for people managers to learn more about a worker's personal and professional life and, as a result, move in that direction. It is not unexpected to see that empathy ranked first as the most important motivator of total work performance in some leadership skills research.

05.Experience of the Workforce

The interactions and observations workers have while working for a company make up the employee experience. In essence, it describes how a worker feels about their employer. It begins with the initial point of contact throughout the recruitment process, continues through onboarding, and concludes with offboarding and exit interviews. It covers everything, from interpersonal interactions to actual locations and business culture. HCM software may considerably assist you in enhancing the employee experience through activities including outlining career pathways, enhancing onboarding, requesting employee input, and monitoring surveys and reviews. Employee engagement goes beyond the experience and examines how you may collaborate with staff to match their objectives with desired company results.

06.Promote wellbeing

According to the CIPD 2022 survey report, half of organisations (51%) take a strategic approach to employee wellbeing. These firms are much more likely to list numerous successful outcomes of their work, both at the individual and organisational levels. Well-being and health The majority of initiatives make some attempt to promote values or principles, group or social interactions, good work (for instance, job design or work-life balance), and physical health, but they most frequently focus on mental health because it is the primary reason for long-term absences. The most ignored aspect is still financial well-being. The extent to which firms offer specialist wellness services for particular employee categories (like carers) or challenges (such as grief, suicide risk and prevention, chronic health conditions, or excellent sleep hygiene) varies widely. Only a small percentage of them make provisions for things like men's and women's health.
 

07.Directing a remote workforce

When employees don't come into a physical office, remote work occurs. They continue to work regular hours, but from home. Many businesses rejected the idea of enabling employees to work from home for a long time. Employers wanted to keep their personnel in the office, probably out of concern that they would be completing errands, watching TV, or doing laundry while they were there. Business owners and managers also anticipated that productivity would collapse and collaboration would become obsolete. But nowadays, maintaining and motivating employees who work remotely presents new challenges. Additionally, some employers assert that it is harder to create and preserve a company culture. Your plans for how to manage a workforce where some employees work remotely and some cannot, such as file sharing, communication tools, and time management software, can benefit from new collaboration tools and methods. Being flexible can benefit both firms and employees. Redesigning personnel management techniques should begin with attracting the best candidates and providing recruiters with the tools they need to screen them. Think about how to modify your performance management, training, and remote onboarding programmes. HCM software is more important than ever since it helps with each of these activities, making it simpler to track and report, giving employees access to a user-friendly interface, and enabling them to operate more productively from remote locations.

08.Greater hiring integration will increase HR's flexibility and agility

Executive leadership, human resources, hiring managers, and training are just a few examples of departments that frequently work separately from one another. Common objectives are needed to break down these barriers. Understanding what you want to achieve as a firm will help you make decisions based on insightful data. Real-time analytics and dashboards provided by HCM software can assist you in evaluating success and making adjustments in response to changing conditions. By locating the issues, remedies can be developed for problems like high staff turnover or sluggish new recruit training.

Summary

The talent management sector of the HR market is particularly undergoing significant development. Everything is changing, from the challenges related to talent and the skills gap to the expansion of AI functionality. It's not easy to put good talent management procedures into practise. The industry has a lot of promise, though. Companies can now handle specific issues like hiring bias and a lack of diversity in the workplace thanks to an astonishing amount of innovation. Businesses will be better positioned for long-term success if they accept these changes and keep innovating their talent management strategies. 

References

Holiday, M. (2023) 15 Top talent management trends for 2023. (online) USA: Oracle netsuite. Available at https://www.netsuite.com/portal/resource/articles/human-resources/talent-management-trends.shtml (Accessed 12th April 2023).

Jain, A (2022) Top 10 talent management trends for 2022. (online) darwinbox. Available at https://blog.darwinbox.com/talent-management-trends-for-2022 (Accessed on 12th April 2023).

 

Reeve, S (2021) Modern talent management: unlocking talent benefits in an agile (online) compteam. Available at https://compteam.net/2021/11/20/modern-talent-management/  (Accessed on 12th April 2023).

CIPD. (2022) Health and wellbeing at work 2022 (online). Available at https://www.cipd.co.uk/Images/health-wellbeing-work-report-2022_tcm18-108440.pdf (Accessed on 12th April 2023).

Are Talent Management and Talent Development the same thing?

 How talent management differs from talent development?

https://www.michiganstateuniversityonline.com/resources/leadership/human-resources-management-vs-talent-management/

Talent management: according to Armstrong, M. (2014), talent management is the process of ensuring that an organisation has the talent it needs to achieve its business objectives. This process involves the flow of talent through an organisation by creating and maintaining a talent pipeline.

Talent development: Enhancing an individual's internal learning and development strategies is the main goal of talent development. Enhancing an individual's internal learning and development strategies is the main goal of talent development.(Deirdre, E.O. 2022)

• Talent management includes all human resource activities like identifying, attracting candidates, recruiting, retaining, etc.
• Talent development is a part of talent management, which involves developing the skills and experience of employees and learning and developing skills needed to improve employee engagement for company performance and productivity.

Talent management and talent development are closely related, but there are some key differences between the two processes. Let's explore them.

• Talent management places more emphasis on objectives other than talent development:

In talent management, the company's overall vision focuses on strategies that help in finding and retaining talented applicants, taking the goals into account.

• Talent development is designed specifically for an employee:

Talent management takes steps at the whole organisation level to determine what skills are needed to achieve the organisation's goals. Talent development is tailored to employees individually and helps employees advance in their personal career paths and move towards their goals in a way that contributes to the company's success.

• Training Is Merely One Part of Talent Development:

As part of talent management, training is crucial. But in addition to these, mentoring and coaching are also important components of talent development. All of which can aid staff members in determining their objectives, developing the skills necessary to achieve those objectives, and raising performance.

• As opposed to talent development, talent management is strategic:

Talent management focuses on strategically improving individual capabilities. Talent management creates a talent process and recruits talented employees for the organisation to get the most out of. Talent development focuses on employees' continuous talent development and learning and creates specific goals for it.

Advantages of Talent Development

Enhancing employee engagement

Employees are content and effective when they are actively involved in their work. Creating a career path for each employee is one way for employers to increase engagement. Their interests and skills should be considered while designing a learning programme for them that will help them achieve.(Taylor C.T, no date)

Generating new ideas and market opportunities

A talent development programme can support organisations if they want to increase innovation in their processes, get better customers, and improve profitability. Employees who are studying new things bring those new ideas and knowledge into the discussion. It draws attention to situations that were not paid attention to before.

Boost performance and productivity

By developing skills, employees can work more actively, and they can achieve higher productivity and performance by being able to gain the necessary experience and knowledge for future career goals. By empowering the employees, the productivity of the organisation also increases.( Deirdre E.O, 2022)

Building effective future leaders

Talent development helps create an effective workforce to face the uncertain future conditions of a business. It is possible to create leaders who can take on future challenges by providing the right skills, gaining experience by working in a pressured environment, and developing knowledge about the skills that employees must have to achieve business goals.

Attract better employees

Another benefit of talent development is that it helps attract more qualified and perfect recruits to the organisation by implementing talent development programmes.  According to (Sokolowsky, J, no date) That way, the organisation can go a long way, and the candidates can get information about the skill development process of the organisation from the existing employees. If the response of the existing employees is good, the candidates will definitely be attracted to the company. The candidates hired through a skill development process will be effective in the company's business activities.

According to Taylor C.T. (no date), how to improve the development of skills in the organisation is given below:

• Recognise the goals of your organisation

At the beginning of planning talent development programmes, they should be prepared according to the expectations of the company. An improved talent development plan should be developed to attract, hire, and retain the most qualified candidates, achieve goals through creating a high-performing workforce, and align organisational goals with business objectives.

• Identify the abilities each position needs

The skills and qualifications relevant to the success of each position should be identified and evaluated. This step involves identifying the skill gaps in the organisation and filling them.

• Offer a variety of instructional modalities

It builds and evaluates talent programmes that fill skill gaps and meet employee needs. Skill development does not happen through formal training alone. It includes trainings, counselling programmes, tests, surveys, etc. Through this learning, the company's skill gaps can be identified.

• Establish a culture that values ongoing learning

Encourage active learning and put an emphasis on fostering flexibility. Motivated workers schedule time each day for learning. Find strategies to foster a culture of lifelong learning among your employees by making it a cultural core value.

• Encouraging performance coaching

Performance coaching is a type of workplace education that encourages workers to develop their skills through regular contacts. It is essential to the growth of skills. Live digital training media, including webinars, can be used for individual training, and the aim is to engage employees and create opportunities to help them learn effectively and efficiently.

• Comprehensive training in leadership

The process of identifying the future leaders of the company should be started at this moment, and a process containing leadership plans should be made for them. It will be more useful to build a pipeline with strong leadership skills to face future challenges. Also, they should provide an understanding of the strategies needed to improve relations with their corporate colleagues and subordinates.

• Involve all parties in the process

All stakeholders of the organisation should be included in the employee development process. That is, top managers, human resources and training department heads, department heads, employees, etc. should participate. There, it is more effective to create a committee consisting of managers to identify gaps in the organisation, address them, and evaluate the progress of talent development programmes.

• Raising evaluation standards

For talent development programmes to be successful, organisational managers and employees must be supported, and mentors must be effectively matched. Also, having a way to track data and measure it is more helpful in testing the success of skill development. Above all these, the development of employees involved in skill development activities can be reviewed.

Conclusion

Talent development is a very important concept that affects the success of a company and its employees. Effective skill development can be expected through the preparation of these plans with the participation of the experienced team, using new technical strategies. To the extent that employees take advantage of talent development opportunities, their skills and experience will increase, thereby making it easier for the company to reach its goals and objectives. Accordingly, the purpose of skill development is to develop employee skills and competencies.

Talent management is a broader process than talent development. That extends to recruiting the right candidates and creating strategies to maximise their individual talents, developing employees to achieve desired results. This not only develops employees' skills but also helps companies build a high-performance work environment, elevate their brand, and work at the corporate level.

References

Armstrong, M. (2014) Armstrong's handbook of human resource management practice. 13th edition. Koganpage (online). Available at https://e-uczelnia.uek.krakow.pl/pluginfile.php/604792/mod_folder/content/0/Armstrongs%20Handbook%20of%20Human%20Resource%20Management%20Practice_1.pdf?forcedownload=1. Accessed on 10th April 2023.

Taylor, C.T. (no date) Talent development:8 best practics for your organisation. (online) AIHR. Available at https://www.aihr.com/blog/talent-development/. Accessed on 10th April 2023.

Deirdre E.O. (2022) Importance of talent management. (online) Linkedin. Available at https://www.linkedin.com/pulse/importance-talent-development-deirdre-e-orr/. Accessed on 10th April 2023.

Sokolowsky, J. (no date) What is talent development and why does it matters. (online) CHRONUS. Available at https://chronus.com/blog/talent-development-program#:~:text=Talent%20management%20takes%20a%20high,the%20success%20of%20the%20company. Accessed on 10th April 2023.

Process of Talent Management

 

https://www.lucidchart.com/blog/how-to-enhance-your-talent-development-process

Overview of the Talent Management Process

In talent management, managers look at recruitment, selection, training evaluation, career planning, etc. as a series of steps. Instead of looking at the talent management process step by step, it's best to look at it holistically. Because there is an interrelationship between those steps. These steps are interlinked, and the results obtained are effective.

Second, each step should be focused on achieving a mutually agreed-upon outcome. The current trend is to view these steps as part of an integrated talent management effort rather than in isolation. Accordingly, talent management is an integrated and targeted planning process. A process that tends to make decisions about what is meant in practise by recruiting, selecting, developing, managing, and compensating employees. (Dessler, G. & Varkkey, B, 2017, 95)

Source: Armstrong, M.(2009), p. 582.

According to Armstrong, M. (2009), the talent management process is a combination of interrelated processes. Let us discuss in detail each of the steps involved in the process of effective talent management.

Goals identification(Plan)

The first step in the talent management process is planning. Through this, the vacancies in the organisation are identified, the need for human capital to achieve organisational goals is identified, how to get sources is identified, what qualifications and skills the recruits should have are identified, and planning is done. (Joseph, F.J. 2019)  

Attracting the talent 

One of the main objectives of the talent management process is to recruit the most talented employees to the organisation. Here, organisations try to adopt attractive policies and measures in the recruitment and selection of external applicants. (Armstrong, M. 2009, 583)

Sourcing the talent

Here, the company studies the job market to recruit the desired candidates. 

Recruitment

Eligible and talented applicants are invited to join the company. (Joseph, F.J. 2019)

Selection

Talented people are recruited for various roles here. Through written tests, interviews, etc., an in-depth analysis of the candidate can be done, and at present, solutions have been provided by software.(ex- online interviews)   (Joseph, F.J. 2019)

Training and development

After the recruitment process, the recruited people are given the training they need to work towards the organisation's goals, thereby increasing the productivity and efficiency of both the organisation and the employees. (Armstrong, M. 2009, 584)

Retention

It is also essential to retain the hired talent. This includes motivating them, providing more opportunities, providing attractive salaries commensurate with the service, etc. to keep them there.(Joseph, F.J. 2019)

Assessment

Talented employees are evaluated on the basis of their ability, competence, and suitability for promotion.

Performance Appraisal

The performance of the employees is properly measured here. It also examines whether employees can be given more responsibility.(Armstrong, M. 2009, 584)

Promotion

It is also very important to promote talented employees for the sake of the company. As employees get frustrated after working in the same position for several years, promotions should be done based on their skills and competencies. (Joseph, F.J. 2019)

Career planning

If the management finds that the employee is taking on more responsibility than expected, career planning for the employee should be done, thereby motivating him. Through that, the management is able to keep the employees in the organisation for a long time. (Armstrong, M. 2009,584)

Succession Planning

If an employee decides to leave the company soon, arrangements will be made to find out who will replace him. An employee who has been working for the organisation for a very long time is suitable for the respective higher positions, and the management presents their succession plans.(Armstrong, M. 2009, 584)

Exit stage 

This is the last step in the talent management process and ends when an employee retires.

By properly implementing the talent management process, relevant benefits can be obtained, but if the process is not followed properly at any stage, it may even lead to the collapse of the organisation.

References

Dessler, G. & Varkkey, B.(2017) Human resource management. 15th edition. India: Person education.

Armstrong, M. (2009) Armstrong's hand book of human resource management practice. 11th edition. Koganpage (online). Available at https://www.academia.edu/36503669/AMSTRONG_11th_EDITION. Accessed on 9th April 2023.

Joseph, F. J. (2019) Talent management process. (online) Linkedin. Available at https://www.linkedin.com/pulse/talent-management-process-jacob-joseph/. Accessed on 9th January 2023.

Benefits and Mistakes of Talent Management

 

https://talentmanagemnt.weebly.com/advantages--disadvantages.html

The main purpose of talent management is to identify, recruit, and retain people who lead to the success of the organisation. The performance of the organisation depends on its employees, and it is the most important strategic process for companies with a forward-looking vision. The importance of talent management to the organisation was discussed in the previous article, and we hope to discuss the benefits and disadvantages of talent management for the organisation in this article.

Benefits of Talent Management

Better Hiring

Recruiting the most qualified candidates for certain positions is a benefit of talent management. Recruitment planning, sourcing, measures to help find and analyse applicants, and modern technology are important for a quick hiring process. Recruit through recruiting software, Recruitment activities can be done more easily and systematically, and it also helps to monitor the stage they are at in the recruitment process. The quality of an organisation is determined by the quality of its workforce. Therefore, talent management programmes and training, as well as recruitment assessments, make the process more qualitative. (Holiday, M. 2021) 

Employee Engagement

One of the main benefits of talent management is identifying and fostering talent. Employees can be deployed in those tasks based on their ability and willingness for each project or task, organising them, and planning the workforce of companies. Thus, employee motivation is high. And it is a reason to increase the productivity of both the employee and the organisation. (Splash business intelligence inc)

Succession Planning

It is very important to have a succession planning process for those positions when people who hold key roles in the business decision-making process of an organisation retire or leave the service. Otherwise, businesses can end up in a very bad place, and there are many examples of this in the business sector.

According to Holiday, M. (2021), only 35% of organisations have a formal succession planning process. By having the next generation ready to take on senior roles, they can be replaced very quickly when the need arises. 

Builds Effective Teams and Culture

An organization needs a mix of employees according to their tasks and projects. In the recruitment process, suitable tests can be used to enhance team performance and productivity in the workplace, and by understanding how the recruited employees work and are motivated, the assigned tasks and projects can be successfully delivered. (Splash business intelligence inc)

Personnel Experience

One of the benefits that employees get through talent management is an improved employee experience. By joining various skill-improvement activities and working in different departments within the organisation, employees mature based on their experiences. Based on those experiences, they decide whether they will go on a long journey with or maintain a relationship with the organisation. Due to the abundance of experience, there is a better demand for employees in the organisation as well as in other organisations.

As mentioned in the article "10 Benefits of a Talent Management System" by Holiday, M. (2021), over a century old Whirlpool has a process that allows any employee to come up with innovative ideas and provides collaborative tools to track and develop them. In 2019, it won five CES Innovation Awards for products ranging from smart stoves to smart dishwashers. 

More options for training and retraining

Training and skill development programmes help attract the best people to the best organisations. Training is now considered a top factor when applying for a new job. Training programmes help in the career development of employees, and through talent management, skill gaps are identified and addressed. (Holiday, M. 2021) 

                                  

https://www.youtube.com/watch?v=PUEM88KgXSc

Mistakes of Talent Management

Wrong candidates being hired

Rushing into recruiting candidates often results in hiring the wrong people. Accepting an applicant's resume without following up on whether it is true, considering only technical aspects when evaluating them, and not asking whether they fit with the company's culture despite being a talented professional, often leads to wrong hiring.

Lack of training and development

A mistake often made in talent management is not providing enough training to the employees. Even for a talented employee, he does not want to stay at the same level and position. Therefore, the organisation should invest enough to develop them. Here, it is the management's responsibility to prepare a suitable development plan and learning process. Otherwise, employees cannot be prevented from being attracted to other organisations. (Alexander, D. 2020)

Believing that the worker won't ever depart the company

Another mistake made in talent management is believing that employees never leave the company. Employees expect them to feel motivated, to be challenged or engaged by management, to be rewarded, etc. In fact, they want organisations that have a clear purpose and help them further their careers. (Alexander, D. 2020)

Long Process of selection

A recruitment process should not be a long one, and candidates prefer it to be a fast one. Prolonged interviews increase impatience among candidates, which leads them to lose interest and look for opportunities in other organisations. Because of this, organisations often lose their best professionals.

Internal communication issues

One of the main aspects of talent management is effective communication. Internal communication is very important for the success of an organisation. Without it, wrong information may spread throughout the organisation, and wrong assumptions may occur. Employee relations break down because they do not act in a way that develops trust in them.

Conclution

Talent management should be given priority in the company. It should be organised in a transparent, professional development-oriented, and strategic manner. Talent management is essential for building a stable workforce for any business. It focuses on the development of the company. With the emergence of new job opportunities due to globalisation, the development of staff capabilities is essential for business profitability and growth.

If the mistakes mentioned above can be avoided, the people who contribute to the success of the business can be recruited, retained, and managed. The ultimate goal of talent management is to keep both the employee and the organisation happy.

References

Holiday, M. (2021) 10 Benefits of a talent management system (online). Oracle Netsuite. Available at https://www.netsuite.com/portal/resource/articles/human-resources/talent-management-benefits.shtml. Accessed on 9th April 2023.

splashbusinessintelligence inc. (no date) talent management-key features,purpose and benefits (online). Available at https://splashbi.com/talent-management-purpose-benefits/. Accessed on 9th April 2023.

Alexander, D. (2020) Talent Management. The top 5 mistakes companies make when it comes to talent management (online). Linkedin. Available at https://www.linkedin.com/pulse/top-5-mistakes-companies-make-when-comes-talent-alexander-dailey/. Accessed on 9th April 2023.

Gympass. (no date) 8 Talent Management Mistakes-and how to avoid them (online). Available at https://blog.gympass.com/en/eight-talent-management-mistakes/. Accessed on 9th April 2023.

Talent Management(Introduction, Importance & Components)

 

https://www.humanresourcesmba.net/faq/what-is-a-talent-management-system/

Introduction

To assist businesses in carrying out their missions with the aid of their workforces is the professional goal of talent management. It all comes down to a company's dedication to finding, hiring, keeping, and developing the most brilliant executives and workers in a certain sector.

Unquestionably, talent managers are a crucial component of a company's frontline for attracting, hiring, and retaining talent. Beyond just selecting the best candidates, their talent also ensures that those candidates can perform at their peak. The entire employment lifecycle of the people they hire may occasionally be under the control of talent managers. Ensuring a seamless onboarding procedure, discovering any skill gaps and filling them, Establishing and fostering mentorships, Introduce yourself to coworkers, Arrange for additional training, Attending to fundamental human resource requirements, Discovering a new hire's career goals and interests and assisting in bringing them to fruition. When it comes to connecting employees to the internal resources and people they'll need to succeed, talent managers are important. They enable employees to get started right away and help them succeed.

Different between "Talent" and "Talent Management"

Talent - People with talent are those who have the capacity to significantly impact organisational success, either through their immediate contributions or by realising their full potential.

(CIPD, 2022)

Talent Management - The systematic recruitment, identification, development, engagement, retention, and deployment of those people who are especially valuable to a company because of their high potential or because they fill key jobs is known as talent management.

(CIPD, 2022)

Definition of Talent Management

"Talent management is defined as the methodically organized, strategic process of getting the right talent onboard and helping them grow to their optimal capabilities keeping organizational objectives in mind." {Ghosh, P. (2021)}

Organisations may attract, grow, inspire, and keep talent for the long term by using talent management. It involves tactics and chances that inspire groups to provide their utmost effort. It focuses on important HR tasks like hiring and selection, managing performance, giving out awards, and fostering employee growth. Performance improvement is talent management's ultimate objective. The easiest way to do this is to develop a system that encourages and engages workers to give their all. In this way, the company can obtain a competitive edge and recognise talent management as a procedure that seeks to boost output through coordinated people-management techniques.

The Importance of Talent Management: Key Points

Talent management is very important for the growth of an organisation. While it helps to retain the most talented employees in the organisation, it is also a concept that helps the employees grow. Therefore, there are several reasons why a company should implement talent management. Let's discuss some of the main points in this article.

• To attract the best talent

 It is known as identifying people with the skills required to fill vacant positions in an organisation and attracting them to the organisation. This enables the organisation to run its operations without any inefficiencies and thus also gain customer appreciation. (Vulpen, E.V., (2023)

• Increasing employee and business performance

By increasing employee performance, business performance is also increased, so allowing employees to develop their skills leads to increased productivity for the organisation. (Deirdre, E.O, 2022)

• Increasing Employee Retention

By implementing talent development, employees can identify their strengths and thereby allow them to grow. Therefore, talent management practises that prioritise professional development help retain talented employees and reduce turnover. 

• Build stronger organisational culture

The organisation should be a place where employees feel comfortable communicating their ideas and thoughts. How to face the challenges Talent management helps everyone work together on how to overcome those challenges. Through this, it becomes possible to successfully move towards the organisational goals. (Vulpen, E.V., (2023)

• It leads to innovation

By nurturing and developing employees with knowledge, an environment is created that fosters innovative ideas and innovative plans in them. Through this, companies can provide a higher quality of service by innovating their services and have the opportunity to remain at the forefront of their field. (Vulpen, E.V., (2023)

• Increases customer satisfaction

When there is a highly skilled team, the day-to-day operations of the company can be carried out smoothly, and the services are of higher quality. When a single employee is equipped with many skills, he can handle even several customers with different needs, and because of this, the customers are satisfied. They are able to complete their tasks in the shortest possible time. Thus, customers are attracted to the organisation, raising its income.

Key elements of talent management:

The heart of an organisation is its employees. It is very important for the head of the organisation to monitor the performance of his staff at appropriate times. Otherwise, the progress of the employees may be lost, which hinders their growth. Thus, productivity may be at a minimum level. Therefore, the highest level of employees Talents should be identified, and opportunities should be provided to develop skills based on organisational needs. The following components are very important to successfully reaching organisational goals:

https://www.aihr.com/wp-content/uploads/2021/02/Talent-management-framework-example.png

01.Talent Strategy and planning

Establishing organisational goals and strategic plans is the first step. Here, it is considered how to implement plans and strategies. It is sometimes necessary to change the existing structure to fill the gaps.

02.Talent acquisition

It is the management's responsibility to hire new talented employees as well as develop the existing employees. It is more profitable than hiring new employees. It can be filled very quickly, even in the case of sudden vacancies. Therefore, it is important to focus on both internal and external aspects.

03.Employee performance management

In the process of achieving its business objectives, it is very important for an organisation to create and align appropriate job roles. That is, by directing employees with relevant skills to each role, the organisation moves forward, and it also supports the development of employees. Suitable people for suitable roles Alignment is the goal of employee performance management.

04.Training and development

Alignment and development of learning and tasks that help achieve the goals and strategies of the organisation take place here. Employees understand the value of their role when they understand how the development and maturity of employees affect the progress of the organisation.

05.Succession planning and identifying

It is very important to have an understanding of the skills required for the success of an organisation and its basic elements. What roles are suitable for success? Who is used to fill it? etc. Having a plan can help fill a vacant post very quickly, and it also helps in the smooth running of the organisation.

06.Total rewards

This means aligning the organisation's goals with motivating employees. By identifying employees, providing benefits, providing benefits for performance, etc., the organisation can identify the value of employees.

(JI Talent management system, 2018)

Conclution

The contribution of employees to the promotion and performance of an organisation is very important. The progress of the organisation is based on the skill and performance of the employees. Accordingly, talent management is important for employee growth, and a well-designed talent management system can be used to select the workforce. By giving benefits to promote employees, they are motivated, and it helps achieve organisational strategies and plans. It implies that the organisation's overall plans, strategies, and development are based on talent management.

References

Ghosh, P. (2021) What is talent management? definition, strategy, process and models (online). Available at https://www.spiceworks.com/hr/talent-management/articles/what-is-talent-management/. Accessed on 08th April 2023.

CIPD. (2022) what is talent management. Talent management (online). Available at https://www.cipd.co.uk/knowledge/strategy/resourcing/talent-factsheet#gref. Accessed on 08th April 2023.

Vulpen, E.V. (2023) Talent management:10 tips for a successful strategy (online). AIHR. Available at https://www.aihr.com/blog/what-is-talent-management/. Accessed on 08th April 2023.

Deirdre, E.O. (2022) Importance of talent management (online). Linkedin. Available at https://www.linkedin.com/pulse/importance-talent-development-deirdre-e-orr/. Accessed on 08th April 2023.

JI talent management system. (2018) components to look for in a talent management system (online). Available at https://jitalent.com/blog/6/components-to-look-for-in-a-talent-management-system. Accessed on 08th April 2023.