Talent Management: Definition, Pillar and Benefits of Talent Management

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Talent Management: Definition, Pillar and Benefits of Talent Management

Talent Management Definition Pillar and Benefits of Talent Management

Talent Management is one of the terms lately popular among HRD. In fact, this term is like being a trending topic that is warmly discussed.

Talent Management itself does have a very important role in business development. However, what exactly means of the term? Here we will provide a full review of Talent Management for you.

Understanding Talent Management is

Reporting from HR Tech’s Digital Page, there are at least three components of the meaning of Talent Management, namely:

1. HR process with extensive coverage

Talent Management is a range of HR processes that have been integrated between one with the other. That is, every talent management activity will be greater than the number of individual parts.

It also shows that Talent Management is very necessary to be able to utilize the potential of employee talents.

2. Interesting, developing, motivating and maintaining employees

Talent Management will touch the entire main field in the HR system. Starting from recruitment to employee orientation from the field of performance management to retention.

3. High-performance employees

The main objective of the organization of Talent Management is to improve performance. Talent Management is made to be able to provide motivation, involve, and also maintain employees so that they can work better.

That’s why Talent Management is a very important part in a company. When it can be done properly, the company is able to build a more competitive and sustainable advantage to be able to outperform every competitor.

This is done with a talent management system that is integrated and difficult to install or imitated by other competitors.

Four Pillars Talent Management

Basically, there is no short way to simplify the process in the process of the Talent Management System in general. Why? Because every purpose and conditions of employees in each company cannot be equated.

But, there are four pillars of assessment strategies that must be owned by Talent Management that you can use, namely:

  • Attract: Choose candidates grouped into talent
  • Develop: Providing opportunities and training for those who have been grouped into
  • Manage: Creating and also managing a culture that prioritizes performance
  • Retain: keep employees and talents that have good performance, potentially and have more value.

The four pillars will help you start from the recruitment process to the development of employees in order to achieve the company’s goals, both in a long or short period of time.

Talent Management Process

Sourced from the HR Technologist page, there are six processes in Talent Management, namely as follows.

1. Planning

Planning is the first step in the Talent Management process. In it will involve various identification of various things needed to be able to start a Talent Management process.

Like for example the requirements needed, designed a job description in the position that is being needed, and also develops a labor plan for more initiatives in terms of recruitment.

2. Interesting the attention of applicants

Based on the plan above, then the next step that must be taken is to determine whether the position must be filled from within or outside the company.

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This process will later involve the interest of applicants. If you take a talent from the outside, then Talent Management must announce it through a work portal, social media or certain references.

This set of talents will be able to be identified first to maintain the process as smooth as possible and also as efficiently as possible. From this branding process the company formed will play a role in determining the quality of candidates to be accepted.

3. Applicant selection

This process will later involve the use of a series of tests and also checks to find the right level of compatibility between the applicant and the company at the work.

The tests held for example are written tests, interviews, group discussions, psychometric testing and in-depth analysis related to all information that is now available about candidates to help them in measuring a complete picture of the applicant.

4. Develop employees

Employee development program will help them to grow and also develop with the organization. In addition, the process in it will also train them on the expertise needed to make a better contribution to the success of business and form loyalty and increase employee involvement.

This process can begin with an orientation program and effective training in helping employees to be able to adapt to the new role.

Then, also provide opportunities to improve their skills, talents and expertise and potential development with counseling schemes, coaching, assistance and also work rotations.

5. Maintain existing employees

In order for companies to be more successful, sustainable, the existing employees must be able to be maintained more effectively.

Most companies will strive to be able to maintain the best employees through promotional ways, providing opportunities to develop careers, and encourage their involvement in a particular project.

In addition, it also provides their chances in making decisions, more developed role training, up to award program.

6. Transition

Effective Talent Management will focus more on the collective transformation and the evolution of the company with the development of individual employees.

This will later make every employee feel that they are part of the whole company.

By providing retirement benefits, conducting outgoing interviews and effective successful planning may look like career points that have nothing to do, but all of these are transition tools that allow them to travel together.

Benefits of Talent Management System

As explained earlier, the Talent Management System is part of an integral in a modern business. The existence of talent management will provide great benefits. Some of the benefits of Talent Management are as follows:

1. put the right person on the right job

By doing a Talent Management, the company will be able to map the skills and competencies of employees who do have talent.

This will enable management of recording the skill inventory and also the willingness in the company. So, the company will be able to place the right employees in the position that is also right.

This will certainly have a good impact on the company and employees. Why? Because when there is the right person placed in the right position, he will be able to provide good productivity which will later effect the company’s productivity as a whole.

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This will certainly provide a good impact on employee performance.

2. Maintain employees who have great talent

Employees who have high talents are one of the most valuable assets for companies that are able to support the level of success in a company. Moreover, in the middle of an economic flow that is currently sluggish, trade competition between companies will also be higher.

This certainly makes the company try hard to keep employees who have the best talent so as not to submit a high resignation process to leave the company.

With the existence of a Talent Management, the company will focus more on mapping programs and also employee retention strategies to be able to recruit, develop, maintain and also involve those who truly have quality.

3. Recruitment of better employees

Of course we know that the quality of a company depends on the quality of employees in it. Well, to get quality employees, the company must start with a good recruitment process.

By applying talent management, a company can run a recruitment system better. This is because the recruitment assessment in Talent Management became an integral aspect of the SDM election process.

4. The company will get better and more advanced

Talent Management will be able to help companies in conducting assessment activities on employees working on companies.

With this assessment, the company will be able to understand well on employee development needs, career aspirations, strengths and shortcomings. In addition, companies can also find out for sure the satisfaction of their employees.

So, the company will be able to determine what is able to motivate employees to work better according to the company’s needs. This will ultimately help the company in making good policies for the company’s future.

Conclusion

So, Talent Management is a series of HR processes in a company that is made to develop, provide motivation and develop the level of employee productivity.

Talent Management is claimed to be very important for the company, because so companies will be able to take into account the right expenses in the right people. So, human resources will be moved more maximally and produce rapid development for the company.

In the process of implementation, Talent Management might be difficult to apply. Various complex situations or different thoughts from decision makers will be one of the obstacles in implementing them.

But because of the profits that exist in this system is very much, so it doesn’t hurt to be tried.

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