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.