Talent Management

  • Question: Are we sure, we have the right team, employees in our organization?
  • Question: Are we sure that our employees are happy working with us?
  • Question: What have we done to make our employees satisfied and enthusiastic at our workplace?

These are the question most of the organizations are looking for in today’s scenario.

Talent Management is itself a huge word and describes the vast description of pool of employees in reference with recruitment and selection to training and development. It is a very vast subject and more the person goes into it the more they explore.

As rightly said by Peter Drucker “The most efficient way to produce anything is to bring together under one management as many as possible of the activities needed to turn out the product”. The same methodology should be adopted by us. What we usually do is bifurcate all the tasks in the team and try to accomplish the said targets. What we should do is get all the targets into one team and try to achieve the said goal.

There are many methods by which companies try to retain their staff, improve the work culture and inculcate new working environments. These can be done by organizing Employee Engagement Survey, Employee Satisfaction Survey, Out Bound training for employees, and other motivational activities. Organizations usually do not opt for these activities due to cost constraint and amount of stress involved, which in turn leads to dissatisfaction among the employees and in turn leading to loss of talent in the organization. We will touch in and every aspect of talent management in the latter half.

In our recruitment process, every organization needs the best person on role. But they fail to derive the competencies and evaluate the candidate during the screening process. Also the clear picture of the organization and its culture is not depicted to the candidate. In this case when the candidate joins the organization and when he sees the real scenario and he / she then tends to leave the services within a short period, the employees or the management then blame the candidate and not their processes. Also there are situations when there is a huge attrition in the organization and at the same time there are not enough candidates available in the job market, this is where there is a shortage of talent in the corporate market.

Once the organizations get the best person on board, then the remuneration given is very high as compared to the existing employees in the organization which will lead to attrition due to disparities and again the entire process goes on. In this scenario, the organizations should try to retain the best possible employees. We should develop our employees for the higher positions with help of succession planning process instead to wait for the employee to leave and recruit a new person in that place. This can be done by imparting training, motivating the employees and recognizing them for their work and achievements by rewards.

Also the other way to retain the talent and employees in your organization is by organizing the various projects like Employee Satisfaction Survey. In this process, your employees have a chance to answer

  1. Whether the employees are happy with the working culture.
  2. Whether the employee’s talent is getting recognized.
  3. Whether the system is adhered and at par with them.
  4. Are the employees of the organization comfortable with the processes and policies.
  5. Are the employees getting appraised and treated fairly.

These are the questions which are usually pointed at the time of exit interview. These are some of the primary common points or parameters which lead to attrition in an organization. Through this process, we can come put with the loop holes and try to cover them up not to full extent but to the partial extent is possible to avoid our employees leaving our organizations.

Talent Management does not only mean to retain the best employee on board but to groom and polish them for the more challenging roles and projects instead of going for a search outside.

An organization can only grow and achieve its vision when its employees are satisfied and well trained. Getting the new technology, setting up of benchmarks and a new person to run that technology will not lead an organization to achieve its growth. The only factor which will lead to the accomplishment of the aim is when the existing employees are happy with the working culture and are recognized for their work. That is when the organization can term that it has achieved its vision and growth. Ultimately it is said that Employees are the assets of an organization, so if the assets become the liability then the organization cannot grow and even if it does grow still its equal to growing stage.

So at the last we come to the same questions:

  • Question: Are we sure, we have the right team, employees in our organization?
  • Question: Are we sure that our employees are happy working with us?
  • Question: What have we done to make our employees satisfied and enthusiastic at our workplace?

This article has been contributed by Ankit Chaturvedi. He is a HR Professional currently working for NRB Bearings Limited. He has completed two major projects at NRB, which has been widely appreciated and implemented, namely Competency Mapping & AMP ; Defining of Training Effectiveness. Ankit is a Certified Internal Auditor for ISO 14001, OHSAS 18001 & ISO / TS 16949. He is a super moderator to CiteHR. His contributions to the community can be viewed on his Profile Page

  • HKLRAO

    As Management, Statistical & HR consultant, I find that the the article  by Ankit Chaturvedi, extremely interesting , rare and highly useful. Many of us do not ask the Questions that he has put forth and explained in a lucid way  . The Cite HR net work members immensely benefit  from this article. I have been conducting OD in several Organizations and can share my thoughts on how to conduct OD periodically and to Talent Audit for the good of employee and Organization

    Dr.H.K.Lakshman
    Rao Ph.D(Mgmt.),M.Phil (Statistics)

    M.Sc(Stat),
    M.A(D.Ed.),M.A(Pub.Adm),M.A(R.D) M.Sc(Psy,), M.A(Econ,) OR & SQC (ISI.),AMP
    (IIMA), DDE. SAS Cert.

    (Former Gen. Manager MFL & Prof.
    & Head Dept. Management CEC)

    Management,
    Corporate & Statistical Consultant & Six Sigma Faculty

    “ANUGRAHA”, 33,
    Krishnapuri, R.A.Puram, Chennai – 600 028

    Ph: 044-24616184,  M: 09381036989, e-mail: hklrao@gmail.com

                                                   

                  
    A.  Educational

  • HKLRAO

     I LIKED IT VERY MUCH

    Question: Are we sure, we have the right team,
    employees in our organization?Question: Are we sure that our employees are happy
    working with us?Question: What have we done to make our employees
    satisfied and enthusiastic at our workplace?

    These are the question most of the organizations are looking for in
    today’s scenario.

    Talent Management is itself a huge word and describes the vast
    description of pool of employees in reference with recruitment and
    selection to training and development. It is a very vast subject and
    more the person goes into it the more they explore.

    As rightly said by Peter Drucker “The most efficient way to
    produce anything is to bring together under one management as many as
    possible of the activities needed to turn out the product”. The
    same methodology should be adopted by us. What we usually do is
    bifurcate all the tasks in the team and try to accomplish the said
    targets. What we should do is get all the targets into one team and try
    to achieve the said goal.

    There are many methods by which companies try to retain their staff,
    improve the work culture and inculcate new working environments. These
    can be done by organizing Employee Engagement Survey, Employee
    Satisfaction Survey, Out Bound training for employees, and other
    motivational activities. Organizations usually do not opt for these
    activities due to cost constraint and amount of stress involved, which
    in turn leads to dissatisfaction among the employees and in turn leading
    to loss of talent in the organization. We will touch in and every
    aspect of talent management in the latter half.

    In our recruitment process, every organization needs the best person
    on role. But they fail to derive the competencies and evaluate the
    candidate during the screening process. Also the clear picture of the
    organization and its culture is not depicted to the candidate. In this
    case when the candidate joins the organization and when he sees the real
    scenario and he / she then tends to leave the services within a short
    period, the employees or the management then blame the candidate and not
    their processes. Also there are situations when there is a huge
    attrition in the organization and at the same time there are not enough
    candidates available in the job market, this is where there is a
    shortage of talent in the corporate market.

    Once the organizations get the best person on board, then the
    remuneration given is very high as compared to the existing employees in
    the organization which will lead to attrition due to disparities and
    again the entire process goes on. In this scenario, the organizations
    should try to retain the best possible employees. We should develop our
    employees for the higher positions with help of succession planning
    process instead to wait for the employee to leave and recruit a new
    person in that place. This can be done by imparting training, motivating
    the employees and recognizing them for their work and achievements by
    rewards.

    Also the other way to retain the talent and employees in your
    organization is by organizing the various projects like Employee
    Satisfaction Survey. In this process, your employees have a chance to
    answer

    Whether the employees are happy with the working cu

  • Dear Mr. Rao,

    Thank you very much for your inputs and feedback…

    Your comments have motivated me to write more…

    Thanks once again…

  • Thank you very much to give an insight of the article….

  • Deeks9999

    For Mr.Chaturvedi..
    Very well composed article, explains the significance of TALENT MANAGEMENT and some other relating terms as well….HR proffesional Mr. Ankit Chaturvedi has tried to simplify relevant HR norms, and for an amateur like me regarding this field, it was a knowledgeable experience to read and understand his contributed article..
    Best wishes to him and his currently associated firm NRB Bearings Limited.

    Regards,
    Deeksha Bhardwaj 

  • Arbindniit

    Thank you   Sir.
      I have come to know about Talent Management.
      

  • Dineshgupta1974

    Good One …..

    Liked it…..

  • Hey Dinesh,

    Thanks a lot for your apreciation….

  • Dear Arbind,

    Its good to hear that you have received some inpus from my article and am hapy to see you getting benefited from it….

    Thanks once again…

  • Judymondon

    This is a very good piece of material for HR Professionals

  • Archna Khurana Sharma

    Good work @google-e3c91e99c3108f5eb3a5496f76a3ff92:disqus very nicely compiled and presented….keep up the good work   :) 

  • Azad Azad1979

    Dear sir, 
    Thank you for share with us. 

    Thanks
    Azad
    From Bangladesh

  • Vandna

    thanks to share

  • Sayani Pramanik

    Its a nice article as well as very crucial for every HR team.

  • Balumh

    Dear Ankit,

    Well described.Employees are asset of any organisation.  We call them Human Capital.  For any organisation to grow and sustain the profitability the employees should be kept happy and prevent attrition.  Instead of conducting ‘Exit Interviews’   the Three Questions mentioned by you should be asked frequently and satisfactorily answered.

    The preventive measure should be like preventive maintenance conducted for the machineries of any company

  • Dansong

    Bravo, that’s a nice piece to our HRs, cheers and thanks for this info

  • Hey Judy,

    Thanks a lot….

  • Hey Archana,

    Thanks for your wishes and compliments…

  • Thanks Azad….

  • Thanks a lot Sayani….

  • Dear Balumh,

    I totally accept with you….employees somtimes do not answr properly in their exit intrviews also due to fear of their relation getting spoiled with their Employer….Instead we should carry out survey to check whether our employees are really satisfied with the culture and systems….

    Thanks a ton for your inputs…

  • Dansong,

    Thanks a lot…

  • Vandna,

    Thanks for reading and giving your suggestions….

  • Dear Deeksha,

    Thanks a lot for your comments and inputs….

  • Kaunselor04

    Thanks

  • competency  mapping  details  is  required

  • Nizamul123

    Excellent article, knowledge earning article. This is should be approach to grow and make efficient and skill of existing employees to get back on track which may bring them as an asset. – Haidar, Bangladesh

  • Dear Sujatha,

    I would suggest you to pls type on the research bar on the top of the page of Citehr and you will get plenty of articles on COmpetenc Mapping which were posted….

  • Charuchauhan13

    very nice

  • Sushmita

    Very informative & good article

  • Dear Sushmita,

    Thanks for your inputs and comments..

  • Dear Nizamul,

    Thanks for your inputs and suggestions….

  • U.S.RATHEESH

    90% of the employees are good.  In fact it all depend upon the mentor who is giving training during the initial 3 days.  If a new staff gets clear cut instructions and guidelines and job profile in the beginning itself, then that person will work accordingly.  But if you don’t give any clear cut instructions and his own job profiles, then definitely that employee will wander in dark.  We can mould any person in any manner – good or bad – during the initial days.  After all, your induction programmes, you need to monitor the employees performance inorder to sustain what you have trained them.

    U.S.RATHEESH,
    vivihili178@msn.com

  • Yashasri

    Thanks for your suggestions

  • Dear Mr. Ratheesh,

    I appreciate your feedback and totally agree with you….Superiors or the employer should make the profile and groom the employee as their requirement so that the work culture is transparent and this will avoid further complications in the work environment….

  • Mangy_m

    good work go on

  • Thanks a lot….

  • thanks…

  • thanks a lot….

  • Anonymous

    It  is particularly
    meaningful to us. It is also proof and assurance to our customers that
    we safely operate our facility in an environmentally sustainable manner.

    ISO Consultants

  • Truly acceptable….unless and until we do not change ourselves and the system, we and our comapny cannot grow to the achieve its vision….