5 step successful
Talent Management
talent acquisition
BY AZEEM KHAN
When I first started my career in nineties, I had the opportunity to join a high-tech blue chip company as a Junior Sales Manager, the environment was great, pay was good as per market, and I had wonderful people to support me, including my first boss. As my career advanced and I moved the corporate ladder, and along the way I found the good, the bad and even the worst employers.
During these experiences, how things impacted on me paved the way to my career path and thus I chose my future based on the circumstances I faced! For example, if I had a positive working environment, I would pursue myself within that environment more efficiently and earnestly. But, if the experience was not so good, I would look for new opportunities, elsewhere. I would say that the first ten years of my professional career was a rollercoaster ride. But as time passed, I mastered the loopholes of corporate norms and how best I could maneuver to change what I wanted to my benefit. I always ask myself, if I hadn’t gone through those ups and downs of corporate drama, I would have missed the opportunity of learning the right techniques involved in the talent acquisition and management.
How to Effectively Manage Talent?
Leading organizations have now realized that their sustainable future relies on managing existing employees and hiring effective people. It’s obvious, to achieve our goals, we need to effectively manage the workforce. Getting the right people in key roles at the right point in time should be the prime objective of an HR professional. But, if not done efficiently, it can create long‐term organizational issues and a threat to its sustainability. Hiring and development of new staff requires lot of efforts and money. Having a good talent management strategy certainly helps in aligning business goals with HR goals.
Effectively, HRM should include talent management program as an integral part of HR related processes. Successful companies have a well-articulated strategy that guides their business decisions. Yet, the way how a strategic talent management program is executed can actually determine the company’s ability to succeed or fail!
Below are some steps to a successful talent acquisition and management program:
Step One - Developing a Vision and Setting Goals
As a HR professional it should be your core objective to create a ‘Vision’ that signifies your company strategy. Next is to establish goals and prioritize them, which will ensure that the company has sufficient talent in place. If needed you should devise a strategy to address all stages of the talent management program. If your analysis reveals a need for additional skills or resources needed for your markets, you need to do more than just ensure that you have great recruiting programs in place to hire those skills. It should be the ultimate goal for success.
Step Two - Talent Pool Assessment
Identifying and recruiting talent both from internal and external resources is very critical to HR functions. We know talent resources and competencies are based on troubles and issues faced by the organization and quality talent is always scarce. Hence, to overcome this HR must have an internal assessment plan in place. Sometimes, line-managers hold back talented personnel for fear of losing them without replacement. One key task of the talent management program should be to identify hidden talent from within the organization and ensure that people are being promoted taking into account both present and future requirements of the company.
22 | TRAINING MAGAZINE MIDDLE EAST MARCH 2015