According to Valamis (2020), there are five elements of Talent Management Model such as;
- Planning
- Attracting
- Developing
- Retaining
- Transitioning
1. Planning
Planning
is the element which supports talent management model in line with the overall
goals of an organization. With good planning a company can ensure that they
seek for right talents. It helps to identify well performing employees in the
company and to find more like that.
2. Attracting
In
here, Talent Management helps to create more responsibilities for suitable
employees in the company without making work stress which leads to
demotivation. Correct strategies and approaches will attract suitable employees
to the organization. Also, attracting employees means branding the company. So,
it is must to create visibility approach among people that the company is a one
of best places to work.
3. Developing
In
this talent management model, developing parts refers to developing talents in
the organization. For that, there must be an employee development strategy
which identifies what are the roles and responsibilities that existing
employees can handle now and for the future. In this employee development
strategy, employer must consider how to increase employee skills and knowledge
to adopt the change.
Also, in one hand for existing employees talent management should give motivation to work actively. In the other hand, talent management should give good impression for new employees. This will support to keep employees long term within the organization.
4. Retaining
As mentioned in the developing step, talent management should support to keep employees long term. For that, employers must make their employees feel, they are valuable. Also, they must create good environment that attracts to work. Also, they can give career development opportunities by giving various trainings and give attractive compensations to retain their employees without shifting for another place.
5. Transitioning
Using
talent management in previous steps, employers can develop skills and knowledge
of their employees. Then, they have to keep that knowledge within the
organization. In other words, they have to manage knowledge. For that,
employers should have a plan to place them within the organization such as
giving promotions or moving for another department, branch, etc. Also,
important part in here is, may be that employee will not be happy with this
transitioning step. If so, employer should be aware about the reason (Mona
Momtazian, 2020).
References
- Momtazian M. (2020), What is Talent Management and Why is It Important? [Online], Available at: https://expert360.com/resources/articles/talent-management-important [Accessed on 02nd January 2021]
- Valamis (2020), Talent Management, [Online], Available at: https://www.valamis.com/hub/talent-management#:~:text=Talent%20management%20is%20a%20constant,company%20in%20the%20long%20run [Accessed on 02nd January 2021]
What is the difference between career management and talent management? Is it similar or not?
ReplyDeleteTalent management is identical with career management. Its primary focus is to improve organizational efficiency through the satisfaction of employee demands and to offer an attractive organizational life cycle to the program participants. Good companies provide employees with tools to manage their career, but make no mistake. Companies are focused on talent, not career management. Career management is an individual plan.
DeleteWhat is talent pool in talent management? What does it mean?
ReplyDeleteTalent Pool refers to a place or database where recruiters and HR Managers keep all of their top job candidates. Talent pools make not only candidates that have applied for jobs, but also sourced, referred candidates, silver medalists and candidates that have willingly joined your pool in an inbound way.
DeleteCan we use this model in practice?
ReplyDeleteYes of course, we can adopt this model to any organization.
Deleteif we can practically use this talent management models we can take more efficiency
ReplyDeleteWhat type of risk does talent management address
ReplyDeleteSome risks are lack of time, poor applicant tracking, failure to network effectively, improper screening process, etc.
DeleteVery useful information. Thank you for sharing..
ReplyDelete