NotSoTechie

A talent management strategy is the starting point for any organization to achieve it's business goals. In fact, the talent management strategy of a company is based upon its business goals. The strategy guides, Recruitment and Hiring Performance Management Career Development Succession Planning Learning & Development The below video will introduce an individual to four steps needed for an effective talent management strategy. REFERENCES LinkedIn Learning (2017) Talent Management | LinkedIn Learning - What is a talent management strategy? [online]. Available at:  https://www.youtube.com/watch?v=snl7eC8LDLk&t=63s . [Accessed on 17 November 2019].

Another measure to attract the best talent is the identification of the appropriate recruitment channels based on an organization’s culture and characteristics and selection practices which helps an organization to select the best candidate for a given position. In simple terms, this can be defined as the employment processes which helps a company achieve its talent goals. An EVP cannot be depended upon since it doesn’t result in the hiring of the best talent. Therefore, the recruitment and selection process of a company is desired to ensure an organization hires the best candidates. Thus, if the recruitment and the selection process isn’t well planned and the organization loses both time and money (Hatum, 2010). An organization must recognize the industries and the selection processes used by the competitors. Additionally, instead of attempting to fill the current vacancies, it is mandatory for an organization to search for new talent in order to broaden their scope (Hatum, 2010)...

Talent Planning is defined as “the process of establishing how many and what sort of talented people are needed now and in the future” (Armstrong & Taylor, 2014, p. 267). An organization must consider aspects such as the type of talent required for a position and the proficiencies that the position should improve along with the identification of a capable candidate since the organizational success depends on the number of objectives achieved (Hatum, 2010). Various questions with regard to the organization may arise at the time the organization objectives are being defined. Therefore, it is crucial to determine the targeted audience of the succession management program. Such programs can be based on factors such as specific key positions, particular people with the capability for progression or high-potential people capable of climbing up the career ladder within the organization (Berger & Berger, 2004). The objectives that an organization must cultivate for its stability and s...

THE PROCESS OF TALENT MANAGEMENT An ideal talent management process aims at competency and power of employees within an organization (Sweem, 2009). Therefore, the main task of an HR manager/executive is to forecast the shortfalls in advance based on the organizational changes and experience. But prior to all of this, the talent gap should be identified. Different initiatives should be taken to improve the availability of the required talent and knowledge. Armstrong & Taylor (2014) presents the process of talent management from a higher level as a pipeline that operates within the parameters of talent strategy and policy and starts with talent planning, followed by a sequence of resourcing and talent development activities to produce a talent pool. Figure 1, The Talent Management Pipeline (Armstrong & Taylor, 2014)  To get a clearer picture of the above pipeline, Armstrong & Taylor (2014) provides a detailed flow chart of the process of talent manageme...

Talent management is a powerful tool used as a guide to identifying the employee lifecycle with ease by providing the insight and instruments necessary to make effective changes to the staff of an organization and promote personal development and loyalty within an organization (Adamsen, 2016; Trost, 2014). Wide varieties of opinions on both the definition and the activities associated are present with the term Talent Management. Armstrong (2008, p. 168) defined it as “Talent management is basically about the identification and development of potential. It can be defined more elaborately as the process of identifying, developing, recruiting, retaining and deploying talented people. The term talent management may refer simply to management succession planning and management development activities, although this notion does not really add anything to these familiar processes except a new, although admittedly quite evocative, name”. According to Cappelli (2008, p. 1), talent management is...