The process of finding and hiring the best-qualified candidate from inside or outside of an organization to perform specified task in a timely and cost effective manner is termed as recruitment. HR mangers have to be very careful in this selection and recruitment process. One wrong decision can bring about huge financial and administrative wrongdoings in the organization. There are many process of recruiting depending on the type of organizations. Here, I give my own thoughts on different steps of recruitment and selection. Figure above shows the generic view of the recruitment process. Below we shall discuss in detail about each step.

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Anticipate the need This falls under the workforce planning. HR manager has to first anticipate the need based on the shortage or surplus of the employees. Only after the clear analysis of the need of the staff can the HR department teams go ahead with other steps. This is the most significant step in my view as it drives the rest of the processes. 1. 2 Specify the job After anticipating the need, the next step for the HR team is to provide the specification of the job. Before providing any specification, HR team has to do thorough research about the task to be performed by the new comer.

This not only helps them to choose quality employees but also make their job easier by omitting not desired resumes. 1. 3 Develop the pool Making specification of the Job is not enough. HR team has to reach to its targeted customer after the preparation of the job description. This can be done via two ways i. e. internal and external sources. Internal sources include job posting, talent inventory, promotion and transfer. External sources include walk-in, advertisements, employee referrals, employment agencies, educational institutions, professional associations and job fairs. 1. 4 Assess the candidates

After developing the pool of the interested candidates, next step is to assess the candidates. Assessment can be done in many stages. First step can be through resume selection. Then interview can be conducted to test the candidates’ knowledge on whatever they

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mentioned in the CV. In specific job profile skills can be tested through on hand experience. 1. 5 Close the deal After assessing the candidates through rigorous process framed by the HR team, next step is to close the deal. Salary negotiation helps HR manager to understand the cost of the hire compared to the value they will be adding to the companies.

Deal can be closed considering mutual benefits. 1. 6 Integrate the new comer After the deal is closed, the next step for the company is to integrate the new comer. This has to be done via assigning mentor for him/her. Immersion training can be provided to the new hires so that they can perform the job well and get used to of the new work environment. 1. 7 Audit and review Final stage in the recruitment and selection process is to audit and review the performance of the new comer and the decision of hiring him/her. This helps in future recruitment and also helps the new hire if he/ she need any help in his/her professional growth.

Talent Management Talent management refers to the anticipation of required human capital for the organization at the time then planning and implementing the plan to meet those organizational aims and objectives. The main objectives of talent management are: Identify the gap between the talent required and the existing talent to meet organizational goals. Facilitate and support management to implement accurate hiring and promotion decisions. Develop the talent to face the transition period and the rapid changes that occur in today’s business world.

Also helps in the promotion. Develop a succession and retention plan to sustain organizational excellence. Strategic perspective of talent management can be divided into various parts as described below. 1. Process: use people management processes to optimise development and deployment of talent. 2. Cultural: Managing talent in the organization has to come with a default belief that talent is most critical factor for success. 3. Competitive: Firm’s competition with external sources and the competition within the organization is one thing.

However, in certain cases not involving talents for any kind of competition and letting them free to be creative results to be a boon. Keep talent away from the competition. 4. Developmental: There are certain employees who are not god-gifted or naturally talented. Under certain training and motivation, these employees can transform from mediocre to creative ones. Accelerate the development of high potentials. This is very important but highly ignored aspects of talent management by Human Resource department. 5. HR Planning: Hiring a talented bunch of people is not enough.

It is neither a justice to the organization nor to the employees. An elephant and a monkey cannot be judged on the basis of same competition. Managing the talent involved a lot of planning to ensure right people in right jobs at the right time. 6. Change management: Total management of an organization can be changed with a proper talent management. Use the specific talents to drive change in specific areas. Again this is in accordance with the right people at right place. However, core competitive advantage of the firm has to be considered before any changed is brought.

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