Talent Management in Human Resources and Organization Development

Introduction

There is always a room for improvement – the intention of making the improvement process easier to absorb in some organization. Many approaches and strategies are leading the organization into the success and most of them rely on the skills and knowledge of the people. The emerging labor market has an increasingly scarce supply of top talent. Finding, managing and developing talent has become a top priority for today’s businesses.There is a need for a systematic and comprehensive approach to ensure the new employees quickly feel welcomed, valued, and prepared to become productive members of the organization. The characteristics such as behavior, motivation, and knowledge/skills that an individual must demonstrate to be effective in a job should be well emphasized.

Talent Management

The talent management is the process where the strategy of collecting the individuals that have the skills, knowledge, and behaviors to help the company perform well. Part of it is the ability to attract the talents in accordance with the organizational needs. It is necessary for many organizations in using the talent management together with the technology to build a great workforce. Talent management also refers to the idea in managing the life cycle of the employee from the very start of the hiring process. It is a part of the corporate strategy in most stable organizations. The benefits that might come with it is maintaining the competitive advantage to meet the demands of business and organizations to achieve the goals of the firm, as well as providing the career path among the employees.

HRD Duty

The duty of the Human Resource Development in supplying the talent management is by committing the HR staff to have a good process upon recruiting, selection, hiring, and development.

Strategies

The strategies are composes by the steps that aims to gather the workforce they needed. This includes the Talent Selection, Talent Alignment, Talent Development, and Talent Retention.The Talent Selection has four functions that include the testing of the candidates on the job-specific nature, interviewing against these same success predictors, doing background checks for performance and success predictors, and fitting in personal chemistry and company culture. The assessment on the candidates during the hiring process screens out those whose skills, knowledge, or cultural fit would not match the requirements for success in a job.

The Talent Alignment looks beyond the needs of the present and future talent. The alignment involves the assessment of strengths, its considerations through different perspective, and having the knowledge in an individual’s succession planning purposes. The Talent Development focuses on the primary factors that predicts performance, and secondarily towards any additional factors deemed important. The development strategy includes the reduction in training costs, increasing the employee engagement and productivity, improving accountability, proper execution of the business strategy, and focusing on setting the goals and performance reviews.

The Talent Retention is the direct result of engagement in a company. This includes personal engagement in one’s job, in the immediate team or department, and in the organization. There is no substitute for knowing exactly how well a company is doing on those factors that retain the employees. The main consequence in failing to attain the talent needed in the organization is the diverting of the talent of one individual in the job where he/she is not related. The improper job relationship can be another kind of dilemma that an organization might face. And the worst case that might happen is not achieving the goal because of the talent shifting.

Conclusions

The talent management should be on on-going cycle of goal setting and evaluation that optimizes an individual’s progress towards organizational goals. The process of establishing training goals and plans which link to individual goal attainment, career planning and possible succession planning. An individual’s ongoing process of assessing and understanding the interests, skills, personality, and values should be related to career choice and progression throughout the career life cycle.

Sources:

Albrecht, M., & Clarey, J., (2007). How to Attract, Hire, Reward, Motivate, and Train the Very Best People. Talent Management: A Complete Guide to Strategies, Systems, and Issues. [Online] Available at: http://www.brandon-hall.com/publications/talentmanagement/talentmanagement.shtml [Accessed 15 September 2009].

Johns Hopkins University (n.d.) Talent Management. [Online] Available at: http://tmod.jhu.edu/TalentMgmt.html [Accessed 15 September 2009].

Talent Management, LLC. (n.d.) Talent Management. [Online] Available at: http://www.talentmanagementllc.com/TalentRetention.htm [Accessed 15 September 2009].