M1
Introduction to
Talent
Acquisition &
Management
[Link] Sharma
?
What is talent?
Inborn/ innate/ exceptional skills /inherent abilities which come naturally to
an individual and skills developed through disciplined practice.
• Talents are skills that come naturally to a person, making it easier to master
the skill.
• E.g.
• Emotional intelligence,
• Situational intelligence
• Singing, playing instrument
Employees
? Types of employees
Talent ?
• Talented people possess excellent knowledge,
skills, capabilities , abilities and aptitudes which enable them to
perform effectively.
• Talent consists of those individuals who can make a difference to
organizational performance through their performance and
contribution.
• Talent acquisition refers to attracting and recruiting skilled
employees
• Talent management Talent Management is the processes of
ensuring that talented people are attracted, retained, motivated and
developed in line with the needs of the organization.
• Also includes developing and retaining employees with skill
training and succession planning.
Talent pool is a group of candidates who are potentially a good fit
for a company’s current or future hiring needs
Talent Management
• Process of identifying, recruiting, developing, motivating, retaining and
deploying talented (highly skilled) people in the Organization
• Process of attracting, selecting, training, developing and promoting employees
through organization
• Also known as Human Capital Management
?????
Availability talent management system ,
• availability of succession planning, recruiting, T&D, PM, Compensation mgmt,
Definition
• M. Armstrong
• “Talent Management is the processes of ensuring that talented
people are attracted, retained, motivated and developed in line with
the needs of the organization”.
Talent Assessment
• Talent assessments are effective tools for
• Managing people –
• Hiring the right person for the right job,
• Evaluating candidates for a promotion,
• Managing and developing your team members,
• Understanding the people who make up your workforce.
• Behavior, personality, cognitive, skills, integrity, job knowledge, and a
variety of other assessments are used to uncover different aspects of
a person’s makeup.
• Types of talent assessments include
• Behavioral assessments – provide an accurate depiction, or pattern,
of people’s core drives, and therefore insight into their needs and
behaviors.
• Cognitive assessments – measure someone’s ability to solve
problems, think on their feet, reason and other mental capabilities
required to excel in specific jobs.
• Integrity assessments – test a person’s honesty, dependability,
trustworthiness, reliability and prosocial behavior.
Need of talent in modern organizations
• People plays a key role in creating a competitive advantage in enterprises
operating in a knowledge-based economy.
• Changes in the labour market- the demand for specialists in areas of
strategic importance
• It is a key succession planning tool t
• Improved operational efficiency
• Improved people performance
• Better positioning in the ‘war-for-talent
• Decreased risk
• Decreased turnover
• Decreased Absenteeism
Process
.[Link] of the talent required
[Link] selection of talent or human resource
[Link], competent and competitive compensation plan
4. Training and Development of talented individuals
5. Strong performance assessment system
6. Competency Mapping:
7. Succession Planning
8. Promotion
9. Retaining the right and synergised
????? ??
Problems caused due to lack of talent in an
organization
• Reduced ability to serve client
• Reduced productivity
• Employee turnover
• Lower Employee Engagement/Morale
• Reduced Innovation and Creativity
• Higher Compensation Cost
Difference between talent, skill, and knowledge.
Talent Management
• Strategic process of getting the right talent onboard and helping
them grow to their optimal capabilities keeping organizational
objectives in mind.
• Involves identifying talent gaps and vacant positions, sourcing for
and onboarding the suitable candidates, growing them within the
system and developing needed skills, training for expertise with a
future-focus and effectively engaging, retaining and motivating
them to achieve long-term business goals
Level-
• Individual
• Function/ Department
• Team
How to conduct Talent Gap Analysis
Strategies to fill talent gap
1. Build and maintain a structured, searchable skills and competency
database.
2. Create and align specific career and salary progression tracks, using
business and technology strategic roadmaps as a starting point. (
progression planning and consistent execution
3. Tap into large, but significantly under-utilised talent pools
4. .Fund or deploy ongoing professional development to re-skill
existing staff.
Strategies
Database
Reskill
Deploy…
Identify under estimated talented employees
?????
Create the talent value chain
• The concept of the “value chain,” introduced by Michael Porter in
1985, can be applied to talent in the form of the following “people
value chain”:
• Talent attraction,
• Targeted recruiting,
• High-accuracy hiring,
• Proactive “on-boarding,” talent identification,
• Performance enhancement,
• Career acceleration and succession.
Global perspective of Talent management-
• Hire Local, Hire Global
• Recruit for Fit and Chemistry
• Culture
• Likes dislikes
• Language
• Currency
• Unify People Through Policy and Practice
• Bring People Together
• Approach Every Corporate Initiative as a Global Initiative
• Invest in Global Succession Planning
Global perspective of Talent management-
Ref: Garner
