StrategyPlanning strategy for recruiting, retaining, managing and developing talent.
SourcingDeveloping relationships with sources of talent such as universities. image for an employer in the market.orientation session. career.
Skills InventoryIdentifying the skills required by an organization and the current coverage and depth of those skills.training and development to support career development and address gaps in your skills as an organization.employee benefits.
TechnologySponsoring systems and tools to improve the efficiency of talent management processes.
Policy & ProcedureEstablishing, monitoring and controlling working rules and procedures.Compliance to laws, regulations, standards and internal guidelines. This involves training, communication, internal controls, monitoring, issue management and reporting.internal communications. working conditions. For example, policies related to work-life balance such as flextime.norms, expectations and shared meaning. Organizational culture evolves over your history and isn't directly controlled. structure of an organization to support organizational objectives. employee satisfaction and working with employees to improve things that are causing dissatisfaction.brand from the inside out to develop a brand identity that is authentic.performance objectives and monitoring performance. Regular feedback is provided with rewards and recognition for high performance and management of performance issues.
RedeploymentThe process of transferring employees to different roles, possibly to an associated entity such as a subsidiary.
ExitThe process of handling terminations and resignations.
RetirementThe process of transitioning employees into retirement and managing retirement benefits and relationships with retirees. Retirees are typically viewed as affiliated with your organization whereas former employees who have exited are no longer affiliated.
Talent Management vs Human ResourcesTalent management and human resources are essentially two terms for the same practice. Talent management can be used to distance a firm from the historical practices of human resources that tended to treat employees as commodity labor. By viewing employees as talent as opposed to "labor" or "human capital", talent management practices seek to differentiate a firm in a competitive market for skilled employees. In some cases, human resources remains as an administrative practice and talent management is seen as a complimentary practice that handles the human side of things such as organizational culture, recruiting and employee relationships.
Talent Management & EntertainmentThe use of the term talent management originates with the entertainment industry where has a completely different meaning. In the entertainment industry, a talent manager is an individual who manages the business affairs of creative talent such as an actor. This includes selecting agents, managing finances and publicity.
|Overview: Talent Management|
The end-to-end process of establishing and managing relationships with employees.