PRINCIPLES AND PRACTICE IN GLOBAL CONTEXTS

 

1           Talent Management

     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.

     Global trends in talent and human capital management have led to a renaissance of the

     Work-worker-workplace equation (Ghosh, 2021).

                                     

                                   Table 1: Talent Management       

      Talent management means putting in place processes to attract, identify, develop, engage,

      Keep and deploy individuals valuable to an organization. To be effective, it needs to align

      with strategic business objectives. Strategic talent management has several benefits it builds

      a high -  performance workplace its fosters a learning climate it adds value to the employer

      brand, and it improves diversity (CIPD, 2023).       

                            

                                 Table 2: What is talent management

1.1                  Steps of Talent Management Process

 

·        Planning 

·        Planning is the  first step of  this process. its prepare and build human capital for the future

-          Succession planning 

-          Out placement support

·        Attracting 

·        Based on the plan decide whether the talent requirement should e filled within the 

organization or external sources. The usual external sources include job portals,

social  networks and referral

·        Selecting

·        Using a string of test and checks to find the right personal for organization. Written tests,

interviews and group discussions. Today there are software and AI-enabled solutions that

recruiters can use to skim through a vast population of CVs to focus on most suitable

 options and to find the ideal match.

 

·        Developing

·        This begins with an effective onboarding program to help the employee settle in to the 

new role, providing opportunities for enhancing the skills, attitude and proficiency while 

also enabling growth through counseling, coaching monitoring and job rotations schemes.

 

·        Retraining

·         For any organization to be truly successful, sustainably, talent needs to be retained

effectively. Most organizations try to retain their best talent through promotions an

increments, offering opportunities for growth, encouraging involvement in special

project and decision- making, training for more evolved roles and rewards and

recognition programs

 

·        Transitioning

·         Effective talent management focuses on a collective transformation and evolution

of the organization through the growth of individual employees. This involves making

each employee feel that they are a part of a bigger whole (Prarthana, 2021). 

 

 

1.2           Talent Management Process Model   

                       Table 3:Talent management process model

1.3              Talent Management Initiatives

             The supervisors and the talent management specialists need to step up the platform and

               make ready for the self-awareness and long haul relationship with the association 

                                                                 

                            Table 4:Talent Managemet InitiativesTable

 

·         Maintaining Individual Identity:

·         Timely recognizing the employees commitment and their work on individual grounds

 

·         Recognition and Reward:

·         Increasing the pay and compensation of the employees as a reward token for their better

work execution.

 

·         Providing opportunities:

·         Giving the charge of provoking activities to the workers alongside the specialist an duty

of the equivalent, makes them increasingly sure.

·         Maintaining a positive work environment where representatives are allowed to express 

their through ,partake in the basic leadership process, urge representatives to accomplish 

objectives and are remunerated for better execution prompts worker maintenance.

 

 

·         Role Design:

·         The job of the employee in the association must be intended to keep them involved and

And submitted.it must be sufficiently adaptable to teach and adjust to the worker’s ability

and information.

·         Job Rotation                           

·         The boredom work routines lead to lack of efficiency. Employees need eagerness in the 

event that they play out and similar sort of workday by day reduces the ability to 

produce more. Thus, rotation shifting helps the management in keeping their employees

motivated and engaged.

·         Training and Development       

·         This is essential that every employee keep updating themselves on the latest changes in

their field of work. Thus it is the responsibility of the business organization to ensure 

different learning and development platforms like e-learning programs, business-related

instructional exercises, and instructive courses, entry-level position, and so forth to 

upgrade the capabilities, abilities and information of the employees.

·         Succession Planning                 

·         Internal advancements distinguishes and build up a person who can be the successor

to senior positions in the association.

·         Flexibility                                 

·         Providing an adaptable workplace to the employees makes them increasingly versatile 

to the association and draws out their inventiveness.

·         Relationship Management         

·         Maintaining a positive work environment where representatives are allowed to express 

their through,partake in the basic leadership process,urge representatives to accomplish 

objectives and are remunerated for better execution prompts worker maintenance.

·         Self-Motivation:

·         Nothing can be viable if the employee isn't self-decided and spurred to work

                 (Openhrms, 2019).

·         Flexibility                                 

·         Providing an flexible workplace to the employees makes them more adaptable

to the  organization and brings out their creativity.

 

2                   Conclusion

                       Talent Management is defined as the methodically organized, strategic process

                       of   getting the right talent onboard and helping them row to Their optimal

                       capabilities    keeping organizational in mind.

 

 

3          References

CIPD, F., 2023. CIPD. [Online]

Available at: https://www.cipd.org/en/knowledge/factsheets/talent-factsheet/

[Accessed 17 03 2024].

Ghosh, P., 2021. spiceworkers. [Online]

Available at: https://www.spiceworks.com/hr/talent-management/articles/what-is-talent-management/

[Accessed 17 03 2024].

Openhrms, 2019. Openhrms. [Online]

Available at: https://www.openhrms.com/blog/talent-management-process-different-from-hr-management/

[Accessed 17 03 2024].