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Talent Management (HRM) by Abdul Muneeb Khan

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The document discusses talent management, which it defines as the systematic process of identifying open positions, hiring suitable candidates, developing their skills to match the roles, and retaining employees to achieve long-term business goals. It outlines the talent management process, including planning, attracting, selecting, developing, retaining, and transitioning talent. The benefits of talent management include helping organizations compete effectively, develop future leaders, and maximize employee performance as a competitive advantage.

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TALENT MANAGEMENT By, Abdul Muneeb Khan (1708001)
What is Talent Management? • Talent management is the systematic process of identifying the vacant position, hiring the suitable person, developing the skills and expertise of the person to match the position and retaining him to achieve long-term business objectives.
Purpose of Talent Management • To compete effectively in a complex and dynamic envirment to achieve sustainable growth. • To develop leader for tomorrow from within an organization. • To maximize employee performance as a unique source of competitive advantage.
Talent Management Process Model
• Planning: • Planning is the initial step in the process of Talent Management. It involves the following Identifying the human capital requirement. • Developing the job description and key roles. • Proposing a workforce plan for recruitment. • Attracting: • Deciding whether the source of recruitment should be internal or external and seeking for the suitable individuals to fill in the vacant positions through Job Portals such as Naukri.com, Timesjob.com, etc. • Social Network such as LinkedIn and Twitter. • Referrals.
• Selecting: • Recruiting and selecting the personnel. It involves the following steps Scheduling written test and interviews. • Scrutinizing the most suitable candidate for the profile. • Developing: • In this stage, the employee is prepared according to and for the organization and the profile. Following are the steps involved in the process Carrying out an onboarding program or an orientation program. • Enhancing the skills, aptitude and proficiency of the personnel to match the profile. • Counselling, guiding, coaching, educating, mentoring employees and job rotation.
• Retaining: • Employee retention is essential for any organizational existence and survival. Following are the ways of employee retention Promotions and increments. • Providing opportunities for growth by handing over special projects. • Participative decision making. • Teaching new job skills. • Identifying the individual’s contribution and efforts. • Transitioning: • Talent management aims at the overall transformation of the employees to achieve the organizational vision. It can be done through Retirement benefits to employees. • Conducting exit interview. • Succession Planning or Internal Promotions.
Benefits of Talent Management
"Talent Management" has become one of the most important buzzwords in corporate HR and training today. Organizations know that they must have the best talent in order to succeed in the hyper competitive and increasingly complex global economy. They must manage talent as a critical resource to achieve the best possible results in the long run.
Talent Management (HRM) by Abdul Muneeb Khan

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Talent Management (HRM) by Abdul Muneeb Khan

  • 2. What is Talent Management? • Talent management is the systematic process of identifying the vacant position, hiring the suitable person, developing the skills and expertise of the person to match the position and retaining him to achieve long-term business objectives.
  • 3. Purpose of Talent Management • To compete effectively in a complex and dynamic envirment to achieve sustainable growth. • To develop leader for tomorrow from within an organization. • To maximize employee performance as a unique source of competitive advantage.
  • 5. • Planning: • Planning is the initial step in the process of Talent Management. It involves the following Identifying the human capital requirement. • Developing the job description and key roles. • Proposing a workforce plan for recruitment. • Attracting: • Deciding whether the source of recruitment should be internal or external and seeking for the suitable individuals to fill in the vacant positions through Job Portals such as Naukri.com, Timesjob.com, etc. • Social Network such as LinkedIn and Twitter. • Referrals.
  • 6. • Selecting: • Recruiting and selecting the personnel. It involves the following steps Scheduling written test and interviews. • Scrutinizing the most suitable candidate for the profile. • Developing: • In this stage, the employee is prepared according to and for the organization and the profile. Following are the steps involved in the process Carrying out an onboarding program or an orientation program. • Enhancing the skills, aptitude and proficiency of the personnel to match the profile. • Counselling, guiding, coaching, educating, mentoring employees and job rotation.
  • 7. • Retaining: • Employee retention is essential for any organizational existence and survival. Following are the ways of employee retention Promotions and increments. • Providing opportunities for growth by handing over special projects. • Participative decision making. • Teaching new job skills. • Identifying the individual’s contribution and efforts. • Transitioning: • Talent management aims at the overall transformation of the employees to achieve the organizational vision. It can be done through Retirement benefits to employees. • Conducting exit interview. • Succession Planning or Internal Promotions.
  • 8. Benefits of Talent Management
  • 9. "Talent Management" has become one of the most important buzzwords in corporate HR and training today. Organizations know that they must have the best talent in order to succeed in the hyper competitive and increasingly complex global economy. They must manage talent as a critical resource to achieve the best possible results in the long run.