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

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