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Talent Management Process Flow

People are without a doubt the most important resource of an organization.  The process below regulates the entry and exit of the talent process within an organization. To sustain and stay ahead in business, talent management cannot be ignored. Check out the stages below:

  • Sourcing the Talent:  This is the preparatory stage which plays a crucial state in the overall process, it involves targeting the best talent within the industry.
  • Attracting Talent: If your business is going to attract and retain top talent, your organization must offer a combination of benefits and perks that appeals to this new generation.
  • Recruiting Talent:  This is the stage of the process when people are invited to join your organization.
  • Selecting Talent:  Demonstrates the ability to objectively and accurately identify talent with high leadership.  Candidates who qualify this round are invited to join the organization.
  • Training and Development:  After recruiting the best people, they are trained and developed to provide the desired output. Employees should be involved in determining the knowledge, skills and abilities to be learned.
  • Retention:  Retaining employees is the sole purpose of the talent management process.  Retaining a positive and motivated staff is vital to an organization’s success. High employee turnover increases expenses and also has a negative effect on company morale. Implementing an employee retention program is an effective way of making sure key workers remain employed while maintaining job performance and productivity.
  • Promotion:  Job enrichment is an important part of an organization, as most employees desire to grow and increase their job responsibilities, resulting in increased status within the organization.
  • Competency Mapping:  Competency mapping is a way of assessing the strengths and weaknesses of a worker or organization. It’s about identifying a person’s job skills and strengths which allows both the employee and the employer to benefit.
  • Performance Appraisal:  Measuring the actual performance of an employee is necessary to identify his/her true potential allowing managers to evaluate with regards to quality, time, cost and quantity.
  • Succession Planning: Formal succession planning allows an organization’s to examine it’s long range plans and strategies and HR forecasts.  It helps organizations to be well prepared for sudden attrition, and reduces the impact of losing key employees to a great extent.
  • Exit: Exit interviews are often overlooked, but they can be valuable to an organization.  An exit interview can confirm if your company is moving in the right direction and your management is performing favorably, and identify areas that you need to improve.
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