What are Talent Management tools?

 

As mentioned in second article, Talent management is a main function of Human Resources Management and it is a continuous process which will attract, onboard, develop, encourage, and retain high-performing people in the organization (Mona Momtazian, 2020). Likewise, employers must understand the Talent Management Process and Tools that they can use in organizations to maximize the productivity. Some tools for talent management are given as below.

Workforce Planning

This involves a planned strategic objective to access talented people from both inside and outside organization who have the knowledge, skills and performances required to achieve the strains and objectives of the organization. There must be both strategic and operational workforce planning. As such, strategic workforce planning considers about the strategic needs of the organization and its accompanying workforce like projected loss due to employee exits as well as the projected qualification requirements necessary to sustain and progress organizational goals. Operational workforce planning which is on process based, builds on the use of simple tools and techniques foremost to patterns and procedures that can then be cohesive into existing workforce base (Corner Stone on Demand, 2021).

Effective Recruitment

According to Bill Miller (2013), this contains the capability to effectively identify, attract and hire talented people with the possible to transfer the organization to achieving its objectives. This can be achieved through targeted advertising and focused interviewing of perspective candidates. For that, employers have to hire people who fits to their mission. They can simply advertise their mission in job advertisements and attract those with the talent and desire to become a part of their mission. Further, clear job descriptions and skills lists will help to narrow the field of candidates.

Strategic Planning with Objective Alignment

Having a strategic plan with objective alignment will optimize resources and achieve the vision for the organization. With a clear strategic plan, management can undoubtedly see the strengths and weaknesses at any time and has the flexibility to make changes and modifications more willingly.

Training and Development

Training and development provide motivation and encouragement to make changes that convert employees and those around them to obtain best results in both individually and professionally. In supporting growth and change it will benefit both individual and organization. This enables top employees to quickly access potential problems and implement strategies to avoid unnecessary damage or interruption to overall goals. An effective training program nurtures open communication and encourages groups to work cooperatively to achieve individual and organizational distinction (Corner Stone on Demand, 2021).

Talent Retention

Talent retention depends on understanding reasons that treasured employees are moving on and how to keep them. Some of motivating factors are salary and compensation, work schedules, workplace environment, career growth opportunities, other benefits, etc. It cost money to recruit, hire and train employees. As such, in one hand it is better to keep skilled employees than losing them to a competitor. Employers can do this by giving incentives, attractive remuneration packages, flexible work schedules, giving promotions, make them feel appreciated and recognized, etc. (Bill Miller, 2013)

References

1. Corner Stone on Demand (2021), The Essential Tools of Talent Management, [Online], Available at: https://www.cornerstoneondemand.com/essential-tools-talent-management#:~:text=The%20tools%20required%20for%20successful,engagement%2C%20as%20well%20as%20retention. [Accessed on 12th January 2021]
2. Miller B. (2013), Essential Tools of Talent Management, [Online], Available at: https://www.forbes.com/sites/forbesinsights/2013/04/24/essential-tools-of-talent-management/?sh=78a9a1f07540 [Accessed on 12th January 2021]