Dear Seniors, This is Srihari from Hyd, could any one let me know what is Talent Acquisition? Regards, Srihari
From India, Hyderabad
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From India, Hyderabad
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Dear,
Please see below, I have something to give you. I hope you will find it valuable.
Talent Management
IT TAKES Talent to spot Talent! A tone-deaf person will never be able to appreciate the music of maestros. Only a seasoned jeweler would know that all that glitters is not real! And, only those who can recognize the worth of a diamond can value it, for others, it's just a stone! Talent is doing easily what others find difficult.
In an organization, there is nothing more crucial than fitting the right employee into the right position. Otherwise, you would be trying to fit a square peg in a round hole. When people do jobs that just don't suit their liking, inclination, or temperament, the results, or rather the lack of them, will be disastrously obvious. Low productivity, dissatisfaction, low morale, absenteeism, and other negative behaviors will become typical until the employee is shown the door. Or perhaps, there is another option - Talent Management.
Talent management implies recognizing a person's inherent skills, traits, personality and offering them a matching job. Every person has a unique talent that suits a particular job profile, and any other position will cause discomfort.
It is the job of the Management, particularly the HR Department, to place candidates with prudence and caution. A wrong fit will result in further hiring, re-training, and other wasteful activities.
No matter how inspiring the Leaders are, they are only as effective as their team. A team's output is healthy only if the members are in sync. To achieve such harmony, the key ingredient is "putting the right people in the right jobs".
While there is no magic formula to manage talent, the trick is to locate it and encourage it.
Talent Management is beneficial to both the organization and the employees. The organization benefits from: Increased productivity and capability; a better linkage between individuals' efforts and business goals; commitment of valued employees; reduced turnover; increased bench strength and a better fit between people's jobs and skills. Employees benefit from: Higher motivation and commitment; career development; increased knowledge about and contribution to company goals; sustained motivation and job satisfaction.
So, how does an organization effectively manage talent?
Recognize talent: Notice what employees do in their free time and find out their interests. Try to discover their strengths and interests. Also, encourage them to discover their latent talents. For instance, if an employee in the operations department convincingly explains why he thinks he's right even when he's wrong, consider moving him to sales!
Attracting Talent: Good companies create a strong brand identity with their customers and then deliver on that promise. Great employment brands do the same, with quantifiable and qualitative results. As a result, the right people choose to join the organization.
Selecting Talent: Management should implement proven talent selection systems and tools to create profiles of the right people based on the competencies of high performers. It's not simply a matter of finding the "best and the brightest," it's about creating the right fit - both for today and tomorrow.
Retaining Talent: In the current climate of change, it's critical to hold onto key people. These are the people who will lead the organization to future success, and you can't afford to lose them.
The cost of replacing a valued employee is enormous. Organizations need to promote diversity and design strategies to retain people, reward high performance, and provide opportunities for development.
Managing Succession: Effective organizations anticipate the leadership and talent requirements to succeed in the future. Leaders understand that it's critical to strengthen their talent pool through succession planning, professional development, job rotation, and workforce planning. They need to identify potential talent and groom it.
Change Organizational Culture: Ask yourself, "Why would a talented person choose to work here?" If the organization wishes to substantially strengthen its talent pool, it should be prepared to change things as fundamental as the business strategy, the organizational structure, the culture and even the caliber of leaders in the organization.
A rightly managed talent turns out to be a Gold Mine. It's inexhaustible and priceless. It will keep supplying wealth and value to the organization.
In turn, Management needs to realize its worth, extract it, polish it and utilize it. Don't hoard Talent- spend it lavishly, like a millionaire flashing his luxuries, because Talent is Wealth!
Regards
Vipin:icon1::icon1:
From India, New Delhi
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32Please see below, I have something to give you. I hope you will find it valuable.
Talent Management
IT TAKES Talent to spot Talent! A tone-deaf person will never be able to appreciate the music of maestros. Only a seasoned jeweler would know that all that glitters is not real! And, only those who can recognize the worth of a diamond can value it, for others, it's just a stone! Talent is doing easily what others find difficult.
In an organization, there is nothing more crucial than fitting the right employee into the right position. Otherwise, you would be trying to fit a square peg in a round hole. When people do jobs that just don't suit their liking, inclination, or temperament, the results, or rather the lack of them, will be disastrously obvious. Low productivity, dissatisfaction, low morale, absenteeism, and other negative behaviors will become typical until the employee is shown the door. Or perhaps, there is another option - Talent Management.
Talent management implies recognizing a person's inherent skills, traits, personality and offering them a matching job. Every person has a unique talent that suits a particular job profile, and any other position will cause discomfort.
It is the job of the Management, particularly the HR Department, to place candidates with prudence and caution. A wrong fit will result in further hiring, re-training, and other wasteful activities.
No matter how inspiring the Leaders are, they are only as effective as their team. A team's output is healthy only if the members are in sync. To achieve such harmony, the key ingredient is "putting the right people in the right jobs".
While there is no magic formula to manage talent, the trick is to locate it and encourage it.
Talent Management is beneficial to both the organization and the employees. The organization benefits from: Increased productivity and capability; a better linkage between individuals' efforts and business goals; commitment of valued employees; reduced turnover; increased bench strength and a better fit between people's jobs and skills. Employees benefit from: Higher motivation and commitment; career development; increased knowledge about and contribution to company goals; sustained motivation and job satisfaction.
So, how does an organization effectively manage talent?
Recognize talent: Notice what employees do in their free time and find out their interests. Try to discover their strengths and interests. Also, encourage them to discover their latent talents. For instance, if an employee in the operations department convincingly explains why he thinks he's right even when he's wrong, consider moving him to sales!
Attracting Talent: Good companies create a strong brand identity with their customers and then deliver on that promise. Great employment brands do the same, with quantifiable and qualitative results. As a result, the right people choose to join the organization.
Selecting Talent: Management should implement proven talent selection systems and tools to create profiles of the right people based on the competencies of high performers. It's not simply a matter of finding the "best and the brightest," it's about creating the right fit - both for today and tomorrow.
Retaining Talent: In the current climate of change, it's critical to hold onto key people. These are the people who will lead the organization to future success, and you can't afford to lose them.
The cost of replacing a valued employee is enormous. Organizations need to promote diversity and design strategies to retain people, reward high performance, and provide opportunities for development.
Managing Succession: Effective organizations anticipate the leadership and talent requirements to succeed in the future. Leaders understand that it's critical to strengthen their talent pool through succession planning, professional development, job rotation, and workforce planning. They need to identify potential talent and groom it.
Change Organizational Culture: Ask yourself, "Why would a talented person choose to work here?" If the organization wishes to substantially strengthen its talent pool, it should be prepared to change things as fundamental as the business strategy, the organizational structure, the culture and even the caliber of leaders in the organization.
A rightly managed talent turns out to be a Gold Mine. It's inexhaustible and priceless. It will keep supplying wealth and value to the organization.
In turn, Management needs to realize its worth, extract it, polish it and utilize it. Don't hoard Talent- spend it lavishly, like a millionaire flashing his luxuries, because Talent is Wealth!
Regards
Vipin:icon1::icon1:
From India, New Delhi
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