NAME:- Ms.

NAMRATA SHARMA
ROLL NO:-
DEPTT:- HUMAN RESOURCE MANAGEMENT.
COLLEGE/UNIVERSITY:- JIWAJI UNIVEERSITY

PRESENTATION ON
TALENT MANAGEMENT
Articles Covered in this Presentation

 What is Talent Management?

 What is the talent management model?
 What is a talent management strategy?
 What is the talent management process?
 What are the types of Talent Management?
 Why is talent management important?
 What are the Benefits of Talent Management?
What is Talent Management?
 Talent management is the attraction and retention of workers that are
managed, and their skills are upgraded to increase their level. This HR
process also includes some other factors that are recruiting, onboarding,
succession, and retention.
 This process is helpful for organizing strategic plans that help to develop
the skills of employees to make their skills inflate. In addition, this
encourages them to grow their talents to the best capabilities and
excellence.
 So, it is probably more accurate to say that talent management is the
strategic process of attracting, motivating, engaging and developing
employees with aptitude in order that they are retained as high-performing
employees. The aim of talent management is to have the right people with
the capabilities, commitment and behaviours needed for current and future
organizational success.
What is the talent management model?
 A talent management model is the management of an organization's internal and external talent pool.
Talent management as a practice involves a series of processes, arranged in a systematic manner.
The traditional model of talent management comprises the key HR responsibilities.

These include:
 Planning.
 Attracting, recruiting and selecting.
 Talent management and development.
 Retention.
 Transition.

The planning stage of talent management has three key areas:

 Understanding the organizational/business strategy.
 Evaluation and measurement/analytics.
 Developing a Workforce Plan.

The attracting, recruiting and selecting stage involves:

 Developing an Employee Value Proposition (EVP).
 Marketing.
 Talent recruitment and selection.
 Utilizing consultants and/or freelancers.
Contd.
What is the talent management model?
The talent management and development stage involves:
 Onboarding/induction.
 Performance reviews/management.
 Learning and development.
 Competency frameworks.
 Career paths.
The retention stage involves:
 The organizational culture.
 The remuneration strategy.
The transition stage involves:
 Succession planning.
 Internal mobility.
 Retirement.
 Knowledge management.
 Exit interviews.
An organization can create its own unique talent management model; however, a talent
management model must focus on these complementary essential aspects, strategies and
techniques which facilitate in employee retention.
What is a talent management strategy?
It uses the following strategies that are as follows:
 Hire Only Top Employees
 Hire Promising Workers and Develop Them
 Talent Attraction and Recruitment
 Building and Employing Talent
 Talent Retention.

Hire Only Top Employees:-

The first talent management strategy is hiring the top employees and managing their positions accordingly
will encourage growth. This will strengthen the business and workers will increase their performance .

Hire Promising Workers and Develop Them:-

Finding talent is not a big deal because it is easy to find talented candidates and upgrade their skills by
developing them.

Talent Attraction and Recruitment:-

Many organizations sometimes fail to hire the right people. This can cost a lot to a company for its goals.
Therefore, it is necessary for an HR department to make attractive strategies for the recruitment of
employees. This way HR can easily reach out to specific candidates having excellent profiles

Contd.
What is a talent management strategy?
Building and Employing Talent:-
 Building the talent and addressing their needs and creating a balance between them is a
part of talent management.
 Every organization has to check this part of the management. The strategies for talent
management are helpful for the individual growth of each employee.
 Furthermore, the developing strategies play a role in the aspirations of existing talent
and motivating the workers.
Talent Retention
 Having talented employees is a supreme benefit. They are very good at giving the best
of their services to a company.
 In this way, the companies are able to generate more revenue, sales, and customer
relations.
 Furthermore, it is important to think according to the perspective of the talent. Also,
every employee is different and so is the talent therefore, the company has to choose it
according to its goals.

Contd.
What is a talent management Process?
Talent Management is an intricate as well as a crucial process and is, therefore, very difficult to handle.
Every organization needs to address the talent gap that affects its growth prospects. It is the responsibility of
HR managers to identify the talent gap and forecast the pitfalls based on the changes taking place in the
organization.
The various stages of Talent Management are as follows −
 Identifying the goals − This is the cardinal stage and pivotal to the success of the entire talent
management process. The first step is to identify what the organization aims to achieve and what
characteristic qualifications and skills the recruits should possess to realize the goals.
 Attracting the talent − The main aim of talent management process is to hire the best talent for an
organization. Organizations at this stage make effort to attract the best talented people from the job
market.
 Sourcing the talent − In this stage, the talent management personnel looks for appropriate sources in the
job market or industries where the targeted people can be hired or recruited.
 Recruitment − This is the first stage of hiring the best talented people for the organization. Skilled and
qualified people are invited to join the organization.
 Selection − This is the stage where the objective of talent management becomes a reality. It is when truly
talented people are recruited or hired in various roles.
 Training and development − At this stage, the selected recruits are provided with necessary training to
make them productive and efficient to work towards the goals of the organization.
 Retention − The notable objective of talent management is not only hiring talent but also ensuring their
retention in the organization. Factors upon which the retention rate depends are attractive pay package,
job specification, safety and security of the employees, personal development of an employee, recognition
and culture of the organization, and the fit between the job and talent.
Contd.
What is a talent management Process?
 Assessment − Periodical assessment of employees’ skills, abilities, improvements and
competencies enable the organization to know if they are fit for continuation and
promotion.
 Performance appraisal − It is a measurement of the actual performance of the
employees in the job. It enables the organization to ascertain if the person can be
loaded with extra responsibilities.
 Promotion − It refers to job enrichment. It keeps the energy level high of the employees
and they are inspired to continue to work for the organization.
 Career planning − If an employee is found befitting to handle work pressure and extra
responsibilities well, the management needs to plan his/her career so that he or she
feels elevated and rewarded. Such recognition and rewards inspire the employees to
remain with the organization for a long time.
 Succession planning − This deals with the replacement of people within the
organization. Employees who have given their best to the organization and have been
serving for long deserve to hold higher positions.
 Exit stage − This is the final stage of talent management process that ends in the
retirement of the employees and they are no more a part of the organization .
What are the types of Talent Management?
Talent is a set of unique abilities possessed by individuals. There are two types of talent found in an
organization. They are uni-dimensional and multi-dimensional. Both types of talent have the same
objective, however, with different perspectives.
 Unidimensional Talent:-
In an organization, we observe that some employees are best in a particular skill and ability. For
instance, some employee may be best in administration, some of them best in sales, while some
employees may be best in their respective functions. When individuals possess a singular talent in any
particular field, it is called unidimensional talent.
 Multidimensional Talent
On the other hand, in an organization we also observe that employees are adept at multiple skills and
abilities. For example, one employee is best in administration sales, accounting and production at a
stretch. Such an employee is said to possess multi-dimensional talent.
Multi-dimensional talent is much sort after by organizations. Every organization seeks to retain
employees with multidimensional talent as they prove highly beneficial in bridging the gap between
organizational objectives and goals.
Why is talent management important?
Importance of Talent Management
 Talent management is a significant part of a business that plays a vital role in employee
recruitment.
 It is very important to get highly talented candidates which can be done by talent
management.
Further, without having a proper talent system, a company is just leaving its objectives at
risk.
 Since the right people can fill the top positions therefore it is the primary element to align
people in the right manner. Otherwise, the organizational matters may go wrong and can
cause harm.
 In addition, many people use this strategy to attract and retain top performers. It also
helps to develop the skills of existing employees to take advanced job positions.
 This is also advantageous because it makes the job easier for HR to manage the current
ones and promote them instead of employee turnover.
What are the Benefits of Talent Management?
 Better Recruiting
There is still great competition among the companies for hiring the best-talented candidates
for their goals. This can only be done with better HR management and resources for
recruiting. Furthermore, this way many firms made a link with better talents.
 Increased diversity, equity, and inclusion (DE&I).
DE&I gives some strategic and financial benefits to the businesses. This is a very common
approach in any company. Furthermore, the DE&I satisfies the former employees.
 Deeper Employee Engagement
Good processes and management bring deeper employee engagement. This is an
important aspect of running a business. In addition, it is very important in this regard
because it allows deep engagement. The research has shown clear results of more profit
because of talent management.
 Minimize attrition
Turnover metrics are mainly important since it allows people to know the weaknesses in
their talent management process.
Turnover in a company is always costly. Therefore, it is very helpful for tracking the
processes and analyzing data that causes attrition
Contd.
What are the Benefits of Talent Management?
 Better Succession Planning
Succession planning is necessary to transfer the knowledge that senior position candidates keep. This is only done by using a
formalized system that will allow the sharing of information with the new candidates.
In addition, the reason for using this is because the senior roles get retired at some point therefore, managing the roles and use of
strategies becomes difficult without their knowledge.
 Better Onboarding Experience
Some companies make personalized methods for the onboarding process since they consider it a crucial part of talent
management. Therefore, most organizations make it more interactive to put a good impression on the workers from day one.
Moreover, they appoint some mentors to give them a better guide.
 More Opportunities for Training
When a company arranges excellent opportunities for the employees to upgrade their skills, they attract more
workers. It is for the best of the company and the candidates as well.
Furthermore, it is one of the best ways to advance employees’ careers and give them better opportunities to
showcase their expertise.
 Career Advancement
Offering better career opportunities to the employees will engage them more and they tend to stay in the company for
longer terms. In addition, it is an easier way to track the organizational goals and appoint the best-suited workers to
grow.
 Improved Performance Management
Talent management software can help companies to swap to dynamic performance management. This way the
employees can have feedback on their work which motivates them more to perform their best.
 Employee Experience
A company that treats employees well can retain and attract them. This also keeps them engaged in their roles. This
happens when a company’s business has spread and made a name in the market. Such companies also offer some
benefits and opportunities which is a sign of a good employee experience.