TALENT MANAGEMENT CAN CONTRIBUTE TO PROBLEM SOLVING?

What Is Talent Management

One of the main tasks which come under the human resources is employee resourcing. In order to continuously run a particular task, there should be required manpower. When the particular fluctuations of manpower happen, leveling up the required manpower comes under employee resourcing.

People resourcing as a subject incorporates the key features of HRM practice with links to organizational performance. Central to success as a high-performance organization is an ability to attract and retain the right number of appropriately skilled and motivated individuals and teams engaged and committed to adding value to the organization and its stakeholders (SMI, 2017).

According to the Taylor (2005) employee resourcing comprises set of management activities that facilitate the achievement of 4 fundamental groups of personnel and development objectives.

•     Staffing
•     Performance
•     Administration
•     Change management.

Staffing

Staffing is concerned with ensuring that the organisation has the right type and quantity of employees in place at the right time to meet the needs of the business.  It encompasses recruiting employees, retaining employees and letting employees go (Taylor 2005: 2).

Performance

is about ensuring that employees know what the business goals are and are motivated to meet these goals to the best of their ability at all times. It includes absence management, monitoring individual  & group performance, goal setting and motivational techniques (Taylor 2005:2).

Administration.

this factor is concerned with ensuring that the relationship between employer and employee " in accordance with the law, professional ethics and natural justice"(Taylor, 2001:2).

Change Management

While not a factor in every business' employee resourcing, change management plays a role in businesses that use a project-based model. Change initiatives often affect entire departments or organizations, while responsibility for the change often falls into the hands of a project team. Successful employee resourcing for a change initiative means making sure the team includes both those with the right skills and those with enough organizational clout to maximize acceptance of the change (Chron, 2018).

Strategic Selection

•     A diverse workforce – more talent but the need for equality and for legal compliance 

•     Increasing the need for more highly educated and trained employees

•     The need for a close relationship between HRM strategy and corporate strategy

•    Organizations are now more likely to use sophisticated techniques for recruitment and selection for all employees

Common Selection Techniques

•         Information from application forms, CVs, and references

•         Interviews

•         Tests including psychometric tests and personality profiles

•          ‘E-recruitment’ – the use of new technology including social media

•         Assessment Centres.

Talent Management.

Talent management is an organization's commitment to recruit, hire, retain, and develop the most talented and superior employees available in the job market. So, talent management is a useful term when it describes an organization's commitment to hire, manage, develop, and retain talented employees. It comprises all of the work processes and systems that are related to retaining and developing a superior workforce.

Talent management is a business strategy that organizations hope will enable them to retain their topmost talented and skilled employees. Just like employee involvement or employee recognition, it is the stated business strategy that will ensure the attraction of top talent in competition with other employers (Susan M,2018).

Talent management perspectives

You can include the following systems when you approach talent management as your overall business strategy to recruit and retain talented employees

• Recruitment planning meeting
• Job description development
• Job post writing and recruiting location placement for the posting
• Application materials review
• Phone or online screening interview
• In-house interviews that can involve multiple meetings with many of your current employees
• Credential review and background checking
• Making the job offer to the selected person
• Agreeing on the amount of the offer
• Employee starting day and onboarding process
• New employee welcome information and introductions
• On-the-job training
• Goal setting and feedback
• Coaching and relationship building by the manager
• Formal feedback systems such as performance management or an appraisal process
• Ongoing employee development
• Career planning and pathing
• Promotions, lateral moves, transfers
• Employment termination by choice of the employee or caused by the employer (Susan M,2018).

according to the above problem, when we look at these functions regarding employee resourcing and talent management, most of the times these functions have not been implemented well and specially when employees are leaving filling up that positions was not properly planned so as a precaution to that we identified employees who are going to leave within three months by deriving an employee turn over plan and under the timelines we planned how to resourcing employees and develop up to required skill set and identified what are the points of above were neglected and then those were resettled.

Let's look at the impact of Learning and development regarding the above problem

what are the learning and development

Learning and development are one of the widely discussed and important topics in HR. when a particular employee is recruited into an organization, learning and development is the process which makes the particular employee aligned with the organizational culture and goals.

Learning and development, a subset of HR, aims to improve group and individual performance by increasing and honing skills and knowledge. Learning and development, often called training and development, forms part of an organization’s talent management strategy and is designed to align group and individual goals and performance with the organization’s overall vision and goals (HRZone, 2010).

On a practical level, individuals responsible for learning and development must identify skills gaps among groups and teams (often through SMART objectives, one-to-one interviews and performance appraisals) and then find suitable training to fill these gaps (HRZone, 2010).

Procurement is an important part of the training and development process because training providers must be cost-effective and appropriate for the organization’s needs. Good training provides individuals with tools and skills and shows them how to apply these new tools and skills within their own organization and role (HRZone, 2010).

As far as the learning and development methods are concerned there are lots of methods available in learning and development. An also some of the methods have been built specifically for the organization and field. Following shows some of learning and development methods.

     1. Technology-Based Learning

            ·         Basic PC-based programs

            ·         Interactive multimedia - using a PC-based CD-ROM

            ·         Interactive video - using a computer in conjunction with a VCR

            ·         Web-based training programs

     2. Simulators

Simulators are used to imitate real work experiences.

Example: Truck drivers could use simulators to practice responding to dangerous driving situations.

3. On-The-Job Training

Jumping right into work from day one can sometimes be the most effective type of training.

·         Read the manual - a rather boring, but thorough way of gaining knowledge of about a task.

·         A combination of observation, explanation, and practice.

·         Trainers go through the job description to explain duties and answer questions.

·         Use the intranet so trainees can post questions concerning their jobs and experts within the company can answer them.

4. Coaching/Mentoring

Coaching/mentoring gives employees a chance to receive training one-on-one from an experienced professional. This usually takes place after another more formal process has taken place to expand on what trainees have already learned. 

5. Lectures

Lectures usually take place in a classroom format.

It seems the only advantage to a lecture is the ability to get a huge amount of information to a lot of people in a short amount of time. It has been said to be the least effective of all training methods.

6. Group Discussions & Tutorials

These most likely take place in a classroom where a group of people discusses issues.

7. Role Playing

Role-playing allows employees to act out issues that could occur in the workplace. Key skills often touched upon are negotiating and teamwork.

8. Management Games

9. Outdoor Training

10. Films & Videos

11. Case Studies

12. Planned Reading

Learning and development are very important because this has to be included in every level that means employee, staff, executives and managers levels. so in here according to employee perspective, we develop fundamentals for sewing to newly recruited employees to simulate what she is going to do in the production flow and those bring the fundamental skills to handle garments, work in the machine, identify the colors and defects etc.

the following are the theories that we used to build the particular learning models for employees as well as staff and management too

 Kolb’s Learning Styles

“Learning is the process whereby knowledge is created through the transformation of experience” (Kolb, 1984, p. 38).

1. Concrete Experience. - a new experience or situation is encountered, or a reinterpretation of existing experience.

2. Reflective Observation of the new experience. - of particular importance are any inconsistencies between experience and understanding.

3. Abstract Conceptualization - reflection gives rise to a new idea or a modification of an existing abstract concept.

4. Active Experimentation - the learner applies them to the world around them to see what results (Saul McLeod, 2017).

VAK Learning Style

This describes the learning using four aspects which the learner can extract the idea of the content more easily.