Talent management process within an organization is all about identifying empty positions, recruiting suitable candidates, developing their potentials to suit the vacant position, retaining them well enough for them to reach long-term career goals, and then developing further ways of using these talents in the future for development. But it is not as easy as that. There are a lot of hidden challenges and traps waiting to catch those uneducated people who are lured by the glamour and glitter of an entry level job. A talent management process should be a collaborative effort between an employer and an employee. An employer would like to see his potential employees develop into productive employees while an employee would like to see his capability get enhanced with increment in salary and bonus. These two parties have to come together and find a way of co-existing with each other.
The first step in any talent management process is identifying open and available positions in an organization. Every company has a certain amount of vacant positions in its workforce. For example, every manufacturing company would have an inventory of its products that they have to keep checking on their stocks at all times. Each of these companies would have some field sales representatives or supervisors who are responsible for recruiting suitable recruits and training them so that they become efficient at their core job functions. A recruitment process thus, should start from the very first step.
The second step in such a talent management process is finding out who among those millions of employees is good and talented and would be a great asset to the company? This involves research and assessment of the employees. To arrive at such a conclusion, interviews are conducted, and based on the answers of the interviewee, the HR executives will have a better idea about what kind of a worker would fit into the company’s set of requirements. The next step is for the recruiter to identify those employees who meet the prerequisites for the open positions. Usually the process is followed by a training program for the employees, to ensure that they know what to expect from the job, especially regarding the tasks and obligations that they would be expected to undertake.
An important part of the talent management process is making sure that the candidates who are identified for an interview are the best of their breed and are fit for the job. It is important to note that the company may not necessarily be hiring a candidate who fits the description exactly. Sometimes the organization needs to retain someone who is less qualified than the ideal candidate, because the person has the potential of exceeding the minimum standard of performance. In such cases, the organization may need to take a certain level of risk. However, the organization will need to make sure that the risks are proportionate to the benefits that will result from retaining the candidate.
Once the pre-screening process has been completed, the next step in the talent management process is recruiting appropriate people for the job. Again, the steps involved here will depend on the nature of the company, as some companies may focus more on results and others on the process of attracting and developing talent. While recruiting may not be the primary objective of a talent manager, it is still an integral part of the entire process. For example, a company that excels at creating innovative products may have a recruiter who focuses primarily on finding people with the right creative spark for the job. In contrast, a search firm that caters to sales support functions may have someone on their team who can recruit and train people on strategies to help them retain sales. Regardless of whether recruiting is the primary or secondary goal of a company, it is necessary for it to be an ongoing activity.
Once a talented team is in place, the goal of the talent management process is to ensure that they are well-educated and up to speed on all of the important job descriptions. This will allow the new employees to know what the company expects of them and to understand where they should be aiming if they wish to reach any of the established goals. In many cases, keeping tabs on the progress of employees outside of work is a difficult process. However, by regularly monitoring the progress of job descriptions and new hires, the CPO can ensure that the process works as intended.
Because a strong talent management process allows a company to attract and develop the best employees while retaining mediocre ones, it is absolutely essential that the steps it takes are monitored. If the objectives of the company change, then the processes need to adapt. In addition, the company will want to see progress being made on a regular basis. There is no point in hiring someone who is terrible at kicking the goal-setting ball back to the group for collective improvement unless they are going to make significant progress. A company also needs to be proactive in ensuring that performance management systems are properly implemented because in today’s day and age it is very common for an employee to slip through the cracks.
Performance improvement is another facet of the talent management process that is often overlooked. It is imperative that the employees who sign on are able to meet the expectations of management. This is why thorough training is so important. Training can help employees identify what they need to do better and how to improve their performance level. Additionally, it can teach new employees how to recognize weak areas and how to work within a set amount of time to get to the top.