The Process of Talent Management

The Process of Talent Management

The Talent Management process is consisting of a step-by-step procedure that must be followed at all times. By making sure that it happens, a lot of advantages may occur since the entire process will be much easier to carry-out. In this article, I will be sharing with you the possible process which you may adopt in your specific organization.

1. Identify the needed tasks or works to be done

List down all the functions required to be done since these would serve as the framework of the job description which will, later on, be disseminated to all the possible applicants. By being clear about this, applicants could see what they are expected to do, and they could already figure out if they are good for the job or not.

2. Make it known to the public

Publicize the need for workers based on the fixed job description. At this phase, expect that there would be a lot of interested workers who would submit the requirements posted by your publicized notification. You have to be keen on looking out for fraud applicants.

3. Entertain possible applicants

After having a look at the requirements submitted by the applicants, it is time for you now to arrange the papers based on qualification. This is the first trimming of applicants, and you need to be watchful about the people you choose since these would-be candidates for the next step, which is the rigid selection.

4. Going through the process of interviewing qualified applicants

The interview, as well as other needed steps, will happen here such as examination and behavioral tests. This is now a final step towards hiring someone who is cut for the job.

5. Hire the most qualified applicant

After all the results are posted, contact the qualified and most suited applicant. Make sure that he/she will be reached as fast as possible. Have a dialogue and explain all the details that he/she must know. Also, encourage him/her to ask questions. He/she is now officially part of the organization.

6. Provide necessary professional development

For starters, the need to be familiar with the system of the organization and all the tiny details is essential. To do it, make sure that the new worker would receive the needed professional development for this could help them get attuned to the demands and needs of the works.

7. Retention phase

The probationary or observation period is under this time whereas you try to monitor the works and performance of the hired applicants. This is the first way to evaluate if all the efforts done during the hiring and training phases were successful.

8. Possible promotion by the existing rules

If it is possible for the worker and is he/she is qualified, do some “promotion”. This could boost one’s moral as an employee which could eventually make him/her loyal to the work and the organization.

9. Mapping of Skills or Competencies

Figure out which areas are strong and are struggling. Through this, the further support system promoting betterment can be done.

10. Recognition of Works

Recognize workers once in a while because it makes them feel valued and appreciated. After all, they are the frontlines of the organization, and they make everything work. High performing employees deserve a little something for their hard work.

11. Further planning for a career

Map out the possible future career of all the workers, figure out where they are and where they could be in the future based on their performance, abilities, and skills.

12. Succession planning

Come up with a plan of replacement. Like if one transfers or promoted, another one coming from the same organization should be ready to take the vacant job. This is the wisest and economical way to do the movement within the organization.

13. Exit or end of the process

Either it is retirement or resignation, the exit phase will always be the end. In this case, workers should be informed about the existing rules and regulations about the exit.

By following this process, the entire talent management process could be easier to follow and understand.

29 Comments

  1. Arjay Solitario

    The Process of Talent Management

    The Talent Management Process involves managing the resources. Staff acquisition, growth, retention, compensation, and performance management are all crucial parts of talent management.

    In the competition for the most talented workers, we’ll be facing off against our competition for years to come. Even during recessions, there are still long waiting lists for talented candidates. Good workers are hard to find.

    As an HR department, we’re responsible for implementing a strategic talent management strategy within an organization. HR is mostly advisory and supportive. The company doesn’t run them. Leaders rely on them to assist them in leading the business.

    40% less employee turnover and 38% higher employee engagement was reported in companies that implemented a strategic talent management process, according to a Deloitte study.

    The following are the Talent Management Process:

    1) Identify an organization’s goals and objectives, and understand what they need.
    2) Attracting and sourcing talented individuals that will fit the job.
    3) Candidates will have to be recruited and selected.
    4) Retaining Employees
    5) Promote the people gradually to the new role.
    6) Performance management as it is critical to measure employee performance in order to identify the full potential of the employee.
    7) Succession planning to nurture the employees.

  2. Iche Calates

    Yes, this blog is right. Talent Management does not stop when the applicants are hired. Talent Management is a platform to take care of your own people in your organization. From a raw employee to a competitive one. But before anything else, talent management is not easy. As what has been mentioned here, steps, preparations, and advice from experts are needed. Identifying your objectives is a must, and it is more effective if there are in-charge persons to each identified objectives.

    Planning or preparations are sometimes easy, but implementation is quite challenging. After implementing the plans, there is also called monitoring. The work under talent management does not stop, it will become a routine. A routine that would be flexible enough if unexpected scenarios happen. Talent Management is not just giving opportunities to applicants, but developing hidden talents and skills of employees who will become an asset to the organization.

  3. Bea Berio

    The goal of talent management is to cover every important touchpoint that an employee has with the company. It is the life cycle of an employee from the time that they applied until the day they leave the company. The recruiting process should never be underestimated because it is the initial stage; if it begins on the wrong foot, the employee’s life cycle will likely begin to decline soon after they begin their job.The recruiter must be able to hire the right talent by putting the correct pieces of the puzzle together. The candidate’s qualifications must correspond to the role’s job description. It is also critical that the applicant possess a strong work ethic in order to maintain the company’s values and culture. Another critical component of the talent management process is the company’s capacity to provide essential professional development. It is also, in my opinion, one of the most significant factors in keeping talent. Employees must feel that they have continuous growth and development in the company. Training must not only address skill gaps, but also broaden skills when new tasks are taken on, allowing employees to expand their skills set and prepare them for future advancements. Employees are more likely to stay motivated and engaged at work this way.

    HR plays a critical part in establishing an employee experience that is rewarding and maintains a high level of productivity. They must structure and strategize all phases of the life cycle in order to reduce turnover and increase employee engagement.

  4. Apollo Jose Ocillada

    To summarize the process of talent management, we must create job descriptions and specifications for the role or position. This first step is critical to the overall success of the process. Then why do we need high-level skills or talented employees? We must understand talent acquisition. At the moment, the concept of employment branding is in play. In recruitment, we must conduct relevant interview tests to find the best candidate. Most employers are having difficulty retaining employees. Incentives, wage increases, and other financial incentives are not the only things that maintain workers. You must provide growth opportunities and allow them to be creative. We should promote our employees to their new positions gradually. Nobody wants to detailed to the same job for an extended period. This way, you are assisting your employees in their professional development. For performance appraisal, measuring an employee’s performance is critical for determining their true potential. You will decide if your employee can handle additional duties. Lastly, Succession planning is a deliberate decision made by an organization to nurture and develop employees’ continuous development.

  5. Talent Management plays an important role in making sure that the organization functions well and be able to achieve its main goal. There are lots of factors to consider in making sure that this is met. Plan, Do, Check and Act. Planning involves the process of making sure that everyone is aligned on what needs to be accomplished. Being transparent to all the required tasks so they meet the common goal. This is not just limited to attracting people but hire competitive applicants which is suited to the job. Once applicants are identified, train them so they can use it to become experts and proficient in the job. Not only that we provide then the proper training, we also want to provide them growth not to be stagnant to their role but level up their career. Appreciate those small wins, give those rewards and recognition as they deserve. Furthermore, check on employees if they are still enjoying what they love so they get to stay in the organization. At the end of the day, it’s the employees who are the frontlines and make it as the organization.

  6. Patti Lovelle Cabantug

    Talent management is essential to an organization as it is a part of the Human Resource process or program that is constant which aims to attract, train, develop and retain a good talent in an organization to help improve employee’s performance and attain the objectives of the company. The main purpose of this is to form encouraged workforce who will stay in the company in the long run. This is why investing in talent management is key to company goals. This helps an employee feel important, engaged and motivated to work in the direction of the company which increases employee and client satisfaction and business performance. HR plays a big role in creating a strategic talent management plan to maintain a pool of good quality talents who are motivated to work and are willing to help new potential employees who will be trained and developed.

  7. Apollo Jose Ocillada

    This article entitled The Process of Talent Management significantly helps, especially in Human Resource Departments. This process also called the Employee Life Cycle within the organization.
    To summarize the process, this will fall into this cycle.
    1. The first step aims to describe the qualified individual’s primary duties and responsibilities involved in the particular job.
    2. Attract potential applicants. In this step, many interested applicants will submit their requirements to have a chance to get hired.
    3. The purpose of the third step is to ensure to hire the qualified applicant that fits on the vacant position.
    4. The fourth step is the interview process which the interviewer will determine if the applicant will be fit for the position and contribute to the organization.
    5. This is the hiring step. The recruiter must explain and encourage the new hire to ask questions about the company operations in detailed to avoid lapses.
    6. The sixth step is the training and development and learning stage. The new employee acquires new knowledge and skills to enhance their performance.
    7. Next is the Performance Appraisal. This step determines the strength and weakness of the employees. This will help to minimize their shortcomings through feedbacks.
    8. Promotion. This step increases the motivation and morale of the employee. This will prevent loss of money through loss of human capital or qualified talents in an organization.
    9. Mapping of Skills or Competencies. Identifying the strong and weak areas can be enhanced through the support system to improved such weaknesses to retain qualified talents.
    10. Reward Management. Extrinsic and intrinsic rewards motivate employees to work hard to achieve the strategic goals of an organization.
    11. Further planning for a career. Figuring out for future employment for all potentials candidates if where they could be assigned base on their skills, knowledge and capabilities.
    12. Succession Planning. This stage will prepare the existing qualified talents to step up on a leadership or management position. This plan ensures that the company choose the right person as a leader of the company this will happen if the existing individual retires or exit on the company.
    13. Exit or end of the process. Demographic factor affects talent management. The employee will retire and leave if they are not satisfied. Create a standardized exit interview survey for those who leave the company.
    The employee life cycle has a procedure and well planned that aligned to the organizational goals.

  8. Rachelle Beth M. Balansag

    I am an entrepreneur and I do have several employees. But honestly I think I have only one from the above recommended processes that I’m currently practicing. I think I have missed a lot! . After this I’ll adopt the following practices such as creating a job description for my employees. Most of the tasks are verbal that sometimes they got confused of who will do them. Second is providing necessary professional development, succession planning. Though constraints such as budget are considerations since business is still new. Thanks for this article! I appreciate this a lot. I know new business owners does too!

    Here are also a few learnings I know that an organization can use in their talent management strategy:

    Functional Areas of talent management:
    1. Recruiting (process is specifically described in this article)
    2. Onboarding (welcoming of new employees, orientation of policies and career path)
    3. Learning and Development (training, coaching, counseling, seminars)
    4. Performance and goals (performance evaluation)
    5.Compensation (basic salary, incentives, bonuses)
    6. Succession and development (career path, succesion planning

    In addition to the article above here are also the basic components of a talent strategy:
    – a robust and relevant recruiting program
    -a streamlined onboarding process
    -setting and alignment of strategic initiatives. Communication of company goals
    -evaluation and feedback on an employees performance
    -rewards and compensation for perrformance
    -succession planning scenarios
    -career growth and training development

  9. ASHER G. CRISTALES

    The process of Talent Management is one of the crucial stage of the future of the company, it’s just like choosing the best driver to drive a vehicle to certain destination that there are no accident happen during travelling from one station to another station. Its not good to hire always the most intelligent person but the most needed talent to fill the broken lines. The process must be sensitive an must be given due attention and carefully handled. Of course the basic stage is to revisit the Mission and Vision or the company statement. This will give you idea where to start your process. First and foremost conduct company evaluation to identify the strength and weaknesses of company, in order for you to come up solutions that will address issues and concern of your company. It is important to identify deliverable of every sections or department to divide functions to each employees and to determine ways in resolving the existing issues. By doing this you may know what are employees to be hired. Create qualifications required to certain positions to have applicants which is consistent to the company needs. Nurture, motivate, train and applause whenever necessary to achieve the target or develop confidence and correct position and alignment of certain individual to a certain project in the future. Make necessary intervention to give the utmost support to every employees in order that retention is possible. Coaching whenever possible to correct practices which is not helpful to the company. Monitoring of output and performance can one useful strategy to identify the weakest and strongest attributes of employee, to draft and create necessary trainings to address gaps or inability of employee or talent. Evaluate the performance whether the talent give interest to the interventions and coaching done so that the effort is not in vain. Because interested talent will grow and develop full potential and a character of innovation and creative perspective onwards and towards his/her work. That is a sign of correct decision in hiring talents. In this way you make modify designs that will fit to these kind of talent as well as to the company to excel freely towards its goal.

  10. Ricky D. Jocson

    This process of talent management is concise and relevant to or from acquiring suited if not best for a desired position, developing and readying individuals to another position, retention and talent preparedness for future plans for business and careers, until they retire with legacy to pass on new leaders and future leaders.
    Talent management is the most pressing act an HR manager or a Manager may face if its not handled intelligently. You need to have a detailed and hypothesized processed anchored with an excellent organization to properly monitor your key talents and needs for improvement. This is an easy way in monitoring their progress after hiring, and readying them for future career development.
    Work recognition on different platforms is also one of the most dynamic way in forming our people. Celebrating small wins ignite individual’s capacity to deliver beyond expectations. This kind of process, will give you a sound and systematic way, making your work life easy and have harmonious relation with in your organization.

    • Rachelle Beth Balansag

      I am an entrepreneur and I do have several employees. But honestly I think I have only one from the above recommended processes that I’m currently practicing. I think I have missed a lot! . After this I’ll adopt the following practices such as creating a job description for my employees. Most of the tasks are verbal that sometimes they got confused of who will do them. Second is providing necessary professional development, succession planning. Though constraints such as budget are considerations since business is still new. Thanks for this article! I appreciate this a lot. I know new business owners does too! -Rachelle Beth Balansag MBA-HRM

  11. Louie O. Canlas

    In hiring new employees for the company, these processes are very vital. Processes are very important in every aspect of our life and in the corporate world. These processes are basis or proof that it is organize or systematize
    These steps are important because it shows and screened candidate that is best fit or suited for the job or position and are very important because this will be a set of standards that should be expected from the beginning of selection down to retention to termination. This is also serves to protect the company in any form of problems that will arise.

    Talent management also will set standards to effectively select potential candidate for a specific position.

  12. Ene Bauden

    Talent Management is a crucial and vital in an organization, it is called the back bone of the company where the failure and success of the organization relies on. Hiring employees needs to have an ability to identify top talent base on their academic versus experience. In my organization, particularly in medical side, an applicant should have a legit and updated medical license,and that should be subject for ,verification. Though the company need the specific applicant,he should pass the series of interview and exams. but sad to say, there cases that politics in is anywhere, which hiring process was overlapped because ,it was directly passed to top management. In this cases, the HR department protocols put into compromised.

  13. Genie Mae D. Panzo

    Talent Management main objective is to hire,train,retain and helping them grow to their utmost capabilites. The process of talent management may varies depending in the type of industry you are into.Each industry has it’s own way and means on how they source personnel up to nurturing their greatest potential that align in the organization objectives. As part of the Academic Institution,they source their candidates through referral,posting vacancy within campus bulletin or in the company official page. They usually train their personnel by sending in various trainings and seminars both international and local and by giving faculty development who wish to pursue their masteral and doctorate degree. The retention program is effective since they have good number of benefits which personnel are always looking forward to attain.
    Talent Management is crucial to every organization. It should be well plan and can be able to adapt to the changing needs of the organizations.
    Organizations needs to adapt in latest talent trends to be able to manage employees expections and can withstand the competition in the market.
    Indeed I learned a lot from this article ,since I’m not a HR practioner but an aspiring one. I can use and apply this step by step process to keep the top caliber personnel in my organization.

  14. april rose balongo

    Talent Management Process is very important in every organization. It deals with attracting the best possible candidate and molding them to help achieve the long term goals of the organization. Finding the right talent in a competitive world and helping them grow to the best of their capabilities is very challenging. There are certain standards that Talent Management Section should follow and formulate strategic ways on how to bring out the best skills and capability of the acquired talent. But first, the organization has to identify the work that needs to be done in order to start the process. I believe Job Description is the fundamental requirement when attracting the right talent. Posting hiring notices in job portals and internet sites nowadays is the best way to attract talented applicants. Selecting qualified applicants through interview will give the organization better chances in acquiring the right talent.

    Newly hired applicant will now be part of the organization and will undergo training process to determine the level of skills. Training program in most organizations are provided in order to increase productivity and effectivity level of every employee in attaining business goals. Training is crucial in determining potential candidate for possible promotion in the future and lateral transfer. In most of the organizations, training and promotion is one of the most effective ways to retain the best employee. Promoted employee tends to more productive and efficient and stays longer in the organization. Employees became more engage in the organizations long term goals also. And I would say that the Talent Management Process presented in the article is similar to the procedure that we practice in my previous organization. Talent Management Section scheduled appropriate training’s annually to hone employee’s skills in order to bridge the gap between the perceived expectation from the organization and the actual results from the employee’s performance. It helps boost employee’s confidence and morale and gives the organization high rate of employee’s retention which is one of the objectives of the Talent Management.

  15. Angel Mae Carlson

    Talent Management is very important in any company. Since we consider human capital as one of our most vital assets, ensuring that we can retain them is our priority. In my current job, I’m working under Talent Acquisition and I belong to the Human Resource department. Even if my role focuses on acquiring talents and onboarding I have witnessed how important the process is. As mentioned in the article, it all starts with identifying your needs. Having a clear job description will help you look for the right talents. Aside from such, it will save you cost in the long run. How? Hiring the right people with proper retention efforts will encourage them to stay longer hence lesser employee turnover. Since recruiting, developing and retaining employees is equivalent to cost and effort lower employee turnover is cost saving in the long run. This article is actually a good read for HR practitioners who are still starting in the industry or are having problems with employee retention. It is also a reminder that managing talent doesn’t stop once an employee is hired, it continues until they retire or leave the company.

  16. Sarah D. Rodenas

    The Process of Talent Management poses the steps and procedure on how to look for best talents and keeping them in your company. Nowadays, it’s hard to look for talented people who are good enough for the job. The article posted possible processes in talent management which I think very relevant and needed in a company. The first process which is identifying the needed tasks or works to be done implies that a company should know what particular talent is needed so that they would be able to look for a talent that is suited on the position where he or she can perform effectively. The second one is all about letting the public know that you need this particular talent but of course you have to be careful with fraud applicants. The third one is entertaining applicants so that one can identify who is the best person to hire to. The fourth and the fifth one is interviewing talents and hiring the best and the competent one. The 6th process until the 13th process is all about how to take care the talents for them to stay longer in your company. It is important that they are always welcome in a workplace; provide them growth opportunities by promoting them if they perform well, and praise them by providing awards to those who meet a goal. This only shows that you’re noticing the hard work they do every day.
    These are what I’ve learned after reading the article entitled, The Process of Talent Management.

  17. Pearl Joy Ortiz

    Organizations seek the need for best talents for competitive advantage in the global market. For best result, they feel the need to manage fully their best assets. Talent management process does not just ends after recruiting the right person in the position. It is a continuous process of preparing and developing employees to meet company’s needs to perform excellent job responsibilities. To be able to sustain market demands, sourcing highly talented/skillful candidate has been a priority lately.
    It is important to review job description for better selection of candidates to avoid mismatched. The right person for the right job is productive and doing the job you hate is destructive. In most cases, factors affecting employee performance are employees doing the job they hate resulted to becoming unproductive. Managers should address this right away to avoid future problems. Employees felt stagnant when they are not growing and moving out will be the option. Talent management ends only when the employee exits.
    In my 13 years in the company, traditional HR is still in practice. Talent management is less practiced if it exists. Employee motivation, development and appraisal were less valued. Training and seminar were only conducted to comply with the government requirements. Employees are better off when valued in terms honing his talents to reach his best potential.
    Given that companies spend revenues on employees benefits and wages but, possessing high quality and highly engaged workforce will effectively gives the company a competitive advantage. Talent management is a foundation of every organization. The well-driven HR managers with the necessary support of the highest official of the organization working together for the talent management activities empower exceptional performances to achieve business goals.

  18. Jenny B. Barros

    This is the ABC of talent management and my reaction is if the bullet points are not followed, then the department and the company as a whole will become very quickly dysfunctional.
    Talent Management is an intricate as well as a crucial process and is, therefore, very difficult to handle. Every organization needs to address the talent gap that affects its growth prospects. It is the responsibility of HR managers to identify the talent gap and forecast the pitfalls based on the changes taking place in the organization.
    They need to focus their plans and initiatives to help improve the availability of the needed talent pool. While devising a plan for talent management, they have to keep in mind certain factors due to which employees change their job abruptly and frequently.
    So as for me, the process of Talent Management article is listing the processes, jobs, functions and must do of an HR or Talent Management department. Without these there cannot be such a department. Every process is indicated clearly and there is nothing to comment except emphasis on EQ, rooting out bad managers and adding work ethics to the company culture.

  19. In acquiring for additional man power, we must consider and make the Job Description, this job Description will we set as a standard for qualification of our man power for the Job needed. This will served also the guide for evaluating the employees for promotion and for regulation of our employees. The hand-out gives as a guide on how we search for new talents or man power we need for a specific Job. First we are going to identify the needs for hiring, we must publish it in order to know our needs, then entertain the possible applicants, we must hire bases on the Job Description that we need then develop the skills of our new talents by training them and retain them if they rich the standard of the Job Description and promotes them or recognize them if they excel in their fields. In the organization where I belong in terms of hiring sometimes we didn’t follow it because of the political issues.

  20. Irianne Teriz G. Chainani

    Hopefully I would be on a cloud nine if I could find a career that would provide necessary professional development. Among other expenditures of a corporate or institution could cover, this is would be the most expensive thing that a certain entity could offer because it requires a larger budget allocation if every employee would be given an equal opportunity to undergo a professional development activity.

  21. Rodolfh D. Doruelo

    This article about the process of talent management is very useful when you are in the industry settings; in hiring process it gives an idea on how to hire the applicants, to look for an applicant who is suitable for that position and also to help you to identify who is the best for your organization. If these guidelines will be observed by the Human resource department it will be easy for them to look or choose what is best for their organization. In addition, these guidelines also help the Human resource department to expand their knowledge or idea about how to deal with employees and pick some employees to become an asset in any organization, but somehow when we talk about academe settings, this article are not quietly observed because in academe settings when you have a master’s degree or doctorate and have a license in teaching no need to have test or interview as long as they have the credentials to use their papers or documents that will help the school in accrediting or to upgrade the institution through passing the PACCOA, RQUAT or any government agency that evaluates the private institution. Moreover, even though some are not as effective or efficient in teaching as long as more papers or documents can help to upgrade the school, they will be considered as part of the organization.

  22. Analie Joy A. Soriaga

    In every tasks or activity, I always believe that having a step by step process and being able to follow or implement it correctly is very important in order to achieve ones goal.

    In this article, I like how the the steps or process of Talent Management were organized.

    1. Identifying the needed tasks or work to be done – in my current employer, the Job Desription/list of tasks is already available, unless the position is new. As the HR, this is very important for me since this is my tool in informing my applicants regarding what we expect from them. This would also help them decide if they really want the job or not.
    2. Making it known to the public – the more applicants, the better. So what I usually do, I use the social media, Job sites like Jobstreet and Mynimo, post on bulletin boards and the like
    3. Entertaining possible applicants – I call this paper screening. Paper screening is important for me especially if there are a lot of application because it helps me filter applicants based on their qualifications. This means, that those who passed the paper screening will be the ones who will only be invited for an interview and exam (saves time and effort)
    4. Going through the process of interviewing qualified applicants – I agree with the article that this is the final step towards hiring someone. In my case, HR does the initial interview, then the Principal/School Administrator gives an in depth interview. Once passed, applicant are scheduled for an exam and teaching demonstration.
    5. Hire the most qualified applicant – after number 4 is done, filtering is done by checking who scored the higest – right pick
    6 And 7. Provide necessary professional development and retention phase – yes, I agree with this. In the probationary period of the employee, this should be prioritized.
    8. to 12 – the rest will follow once the employee is regularized. More exposure and training is still essential based on skills, capacity and competence of the employee. Recognition of great performance is very effective and needed also. Finally, planning and making sure of the employee’s path will lead to succession planning.

    With this, companies can gain and retain more employees and eventually exit from the company gracefully.

  23. Mark Joseph N. Traje

    The Process of Talent Management

    It always require a fix structure (process) in order to establish a successful Talent Management. This is just one thing I learned from this article.

    Below are the once the way I understood each process.
    a. Job Description,
    b. Publicity to entice potential applicants
    c. Job Qualification
    d. Job Interview
    e. Hiring
    f. Training
    g. Performance Review (Probationary)
    h. Mapping of Potentials for Future Promotions
    i. Employees Evaluations ( Regular Employees)
    j. Developing Potential Leaders
    k. Readiness for Replacement Process
    l. Retiring Phase

    Overall, the need for a process is discussed towards a successful Talent Management and the execution of each process matters a lot for me. Brilliant ideas should be coupled with a result and should never remain as an ideas.

  24. Mizpah A. Villamor

    Like any other management principles, it is very much helpful to know the process or step by step procedures of Talent Management. Through these steps, talent managers will be guided and will make his or her tasks easy in some ways. To have a list of what-to-do is better than having no list at all. For new and aspiring talent managers like me, this process will allow managers to organize and put in place things that are needed to be done. It will also guide newbies where to start and what to do next up until the last phase of the process.

    This process is really helpful to the organization that I am in especially that we do not have trained personnel to do this. The steps in this article are doable and easy to follow. I believe any talent manager, regardless of training and background will be able to perform their tasks if he or she familiarizes the steps mentioned above. I will be sharing this article to our organization so that they can also learn from it as I did.

    As talent managers, you are there from day zero of the employee, where you are identifying the work or task of a given position up until day one where you hire him or her, until the last phase of his or her employment days wherein he or she retires or resigns from work. It is the talent manager’s tasks to see through how the worker transitions from being an outsider to being part of the organization, to knowing and familiarizing his job, to being promoted, up to the point where he or she achieved his full growth potential in the company.

    This article explains in brevity the essence of Talent Management and presented a workable step by step procedure that is helpful to newbies and reminders to experts of this field.

  25. Ma. Joyzel Ubal

    The Ideal process of Talent Management. These thirteen (13) steps is ideally the process of how to manage the talents of an organization but not all of these are practiced or even applicable to the organization. Taking for instance in a government institution in a school setting – procedure numbers 1 (identification of the needed tasks) to 5 (hiring the most qualified applicant) are being practiced but with the scarcity of qualified teachers according to the standards set; some are hired even though they fall short to the qualifications. Next process would be providing the necessary professional development. Somehow this is provided by DepEd (e.g. national and division level seminars and trainings) and the school (e.g. two In-Service Trainings for the faculty) for the development of the talent and skills of the faculty to better impart their knowledge to our main clientele which is the students.
    After providing the necessary professional development, next process listed above is the Retention process, whether we like it or not, once a government employee is hired, they will be retained until his/her retirement or resignation date. Only thing that a government employee should do once he is appointed/hired is to make himself qualified for a promotion. The rest of the process are all in the hands of DepEd with existing guidelines and Civil Service rules and regulations.

  26. Frances Anne Amantillo

    Sourcing and hiring qualified applicants are not only the focus of the work of Talent Management. The said topic covers also the process of movements of the employee including the promotion and separation. After hiring a qualified applicant, HR should make the best strategies on how to retain the employees. In my company, we do experience problems with employee retention. Hiking salaries and other benefits were not enough to retain them, instead, the company should also consider the growth of the employee in a period of time.

  27. Rustom M. Padios

    Talent management is vital for a business to remain competitive despite the entrance of new competitors in the market. Cliché as it may sound, people resources of the company can either break or make the business. Their role are very important in realizing the goal of the company and bringing the business to higher heights.

    Based on our own organization practice when it comes to the process of managing employees’ talent, the first thing that is considered are the skills teachers and staff needs to develop and who are these teachers and staff who needs the training. As an academic institution, trainings are usually done by sending teachers to outside seminars and symposia. When it comes to finding talent outside the organization, rarely the school announces its hiring through publications, advertisements and internet. Based on my personal observation, sourcing for talent is usually done through referrals and linkages of the schools with other academic institutions. This approach of sourcing has been effective for the school since most of its employees are also product of the institution. Once talent are found, these employees are developed by sending them to further formal education like MBA programs through the MOA signed by both parties. Seminars, colloquiums, and symposia also serves as effective medium in developing employees. Retention program of the school is good which is very evident in the long years of service of its faculty and staff. The downside is, promotion is not very common in the academe since higher possible positions are very few. Lastly, succession plan is also observe since 2 years before a certain staff retires, possible replacement are already identified.

    Organizations follow different steps of Talent Management depending on the nature of the business and what works well on the business. Management has the prerogative to have a talent management process that will allow them to realize what they want to achieve. Thus, planning, implementing, and evaluating the talent management process is very crucial.

  28. The process of Talent Management us crucial since it entails a careful and gradual procedure to be followed in order to cone with a better pool of talents needed in a certain agency.
    In government practice the process of Talent Management is already in place since it is governed by Department of Education and Civil Service Commission, covering all the in steps in the pro of management.
    The concern usually arise when the pool of applicants are identified and the time to decide whom to hire the most qualified and suited applicant for the position. Based on ranking, the applicant having the 1st rank will be the person qualified to be hired, but in some cases, they are not the one because the position is already alloted to the person appointed by a certain politician or head of office, even if they belong to a lower rank. That’s a reality in the government agencies, though, not all, but do exist.
    Furthermore, succession planning deals with the replacement of peopk with in the organization. Employees who have given their best to the organization abd have been serving for long deserve to hold higher positions, is supposed to be the ideal manner of identifying who will be the next in line for the position. This issue us happening in both private and government practice. In government, this is difficult, since the position is open for the whole division of Bacolod City, speaking for DepEd where in, all applicants not coming fron thesame school is qualified for the position. On the contrary, in private practice, even if you are the employee next in rank to be promoted if the President will not approve the said appointment, still the aspiring employee cannot have the position.
    Being a oriva practicioner for 23 long years, and now a government officer, I experienced and a victim of these scenarios. The insights that I got, whether you’re in private or government, dwells on the values inculcated by parents, school and mentors matters most and on how you are going to uphold your dignity abd integrity as an employee in the practice of your profession.

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