How can you combine talent management with other processes?

Talent management naturally fits in with: talent acquisition: the healthier succession pipeline, the lesser quantum of external hiring learning: seamless integration is important to develop people on the areas identified for development if they are to take on the roles they are marked in for succession Engagement: if the right people are placed in the right roles, overall morale and engagement will be high Performance: if the right people are placed int the right roles, overall organization productivity will be high Rewards: easy to create and manage communication around differentiated rewards as there is a clear criteria

When he talk about big T, Talent Management…. Performance management, leadership development, coaching, mentoring, workforce planning and others all are part of the integrated talent management. The integration across these helps to make it more effective for leaders and colleagues.

Performance Management is one of the key elements of Talent Management. However, Based on my experience, the two main challenges faced in this area are two: 1) Issues with setting objectives, such as broad, subjective, not-related objectives that make things challenging for the employee to perform or the line manager to evaluate. 2) Absence of on-going review and evaluation through the year, which increases the chances of conflicts between employee/manager as they were not aligned on the achievements, quality of work, or other issues that were possibly resolved during the year.

Be close to your team, but keep the boundaries, innovate them as a friend, enhance them as a supervisor, and develop them as a leader...

Succession planning will increase in complexity as the rate of new job creation accelerates. What was once a more well-defined and commonly agreed upon capabilities profile needed for bench strength, now requires knowledge of current business challenges, insight into the skills needed for the future, and innovation around the best ways to develop internal employees for this undefined future. Succession planning and talent management have to go together to ensure you a building a resilient, flexible, and solutions oriented talent pool that can evolve with the business.

Talent management is the foundation on which succession planning is built. The robustness of an organisation's talent management processes and culture will determine if an organisation performs strategic succession planning or simply replacement planning. While replacement planning reduces some short-term risks, strategic succession planning will help the organisation prepare for the future. A mature talent management will also bring consistency and data into the succession conversation (which are too often based on a person's 'gut-feel').

It should go without saying that any organization engaged in succession planning should rely heavily on talent management – and not just hiring the right people and placing them in the right roles for them to make the greatest positive impact; but also, to ensure the culture and management practices that drive the organization must place very high importance on motivating employees to want to stay. The main goal for driving performance and loyalty should be through integrated people management practices. Without this, you will be driving a "replacement culture" rather that a "retention culture". When it comes to talent management and succession planning, one cannot successfully exist without the other for an extended period.

Gosto muito de valorizar o recrutamento interno, pois assim valorizamos quem está construindo o sucesso da empresa a mais tempo e, muitas vezes, tem maior domínio das bases do negócio. Porém acreditar que os trabalhores ir?o se desenvolver por contra própria é se eximir da responsabilidade pelo desenvolvimento humano das organiza??es. A empresa precisa pensar em planejamento sucessório para dar aos profissionais as ferramentas e apoio necessário e, dessa forma, quando a oportunidade de crescer e ter uma promo??o chegar, eles estar?o aptos a isso.

Develop a proactive and strategic approach to nurturing future leaders, ensuring a smooth transition and growth in your leadership pipeline.

Innovative management can enhance organizational efficiency and effectiveness. For example, implementing agile project management methodologies allows teams to adapt quickly to changing circumstances, fostering a more responsive and collaborative work environment. This approach encourages continuous improvement, quick decision-making, and a focus on delivering value to customers, ultimately leading to heightened productivity and successful project outcomes.

Utilize innovation rewards to acknowledge and motivate your talent for their innovative contributions, fostering a culture of continuous learning and creativity.

The best talent we have does not come in for just the salary or to fulfill a routine need. The best talent turns up to work, bright eyed, because they have an idea in play.

New technologies are always hitting the scene, whatever your industry. Talented employees are able to find ways to harness the capabilities of new tools and solve problems or come up with original ideas.

Ideas don’t come from thin air. Ideas are generated when we get diverse perspectives and combine and challenge the status quo. We did this on our talent accelerate programme, by quipping leaders with design thinking and helping to solve for some big business problems. Innovation needs purpose and passion.

Companies that want to stay close to the customer while staying ahead of the competition are investing in making their talent pool diversified and inclusive. The value generated from diversity and inclusion is immense as employees bring so much contextual knowledge on consumer segments, their motivations and consumption patterns. The new age talent management embraces the diversity and inclusiveness from all sections of the society, all genders and specially abled workforce. However, corporates need to understand that a mindset change is also required from top to bottom for acceptance of talent which does not come from the majority. Infrastructure changes need to be made specially abled employees for ensuring safety and mobility.

Nowadays Diversity and Inclusion are a must in every company, especially those born to be global. We have seen that companies that hire their workforce based on talent and assignments instead of due to referrals because they can fit, are more likely to succeed.

?? Today's work environment is perpetually changing in terms of technology & processes. To be competitive, it is not only important to keep pace with the change but be ahead of it. Change Management & Talent Management if integrated is a boon. As talent i.e the people drive the change. ?? ? Building people's capability to take on the challenges of business change is the foundation of success.

Involve your identified talents in the process of identifying, proposing, driving and implementing change. These are a group of people who have performance and potential and drive to climb the career ladder. By involving them, they will feel a sense of belonging and will strengthen retention and loyalty. This can be achieved by assigning talents to business improvement processes or innovation processes identified in the company. Talents like to be challenged and recognized. They want to be involved in meaningful and high level tasks that can showcase their talent.

Com o desenvolvimento tecnológico a mudan?a se tornou muito mais rápida do que muitas vezes conseguimos acompanhar. Quando se fala de gest?o de mudan?a, da perspectiva de gest?o de pessoas, é importante entender que acolhimento e direcionamento fazem toda a diferen?a. Seus colaboradores est?o preparados para enfrentar as mudan?as? Importante considerar o seu ramo de atua??o e modelo de negócio e trazer desde o processo seletivo a importancia da adaptabilidade conforme aplicável em sua empresa. Existem pessoas que lidam melhor com mudan?as do que outras e, conforme a instabilidade do ambiente em que os funcionários ser?o expostos, é interessante observar e ser honesto com eles em rela??o a isso.

La gestión del talento se refiere al proceso de reclutamiento, selección, desarrollo y fidelización de personas con habilidades y competencias necesarias para alcanzar los objetivos organizacionales. Su influencia en los procesos organizacionales es significativa, ya que un buen manejo del talento puede aumentar la productividad, mejorar la calidad del trabajo, impulsar la innovación y fortalecer la cultura organizacional. Además, una gestión efectiva del talento puede ayudar a reducir la rotación de empleados y los costos asociados con la contratación y capacitación de personal nuevo. Un excelente gestión promueve un a cultura de trabajo colaborativo, inclusivo qué impulsa a la productividad de la Organización

Attracting talent for our organisation is the first step of talent management, and our organisation is responsive to change. We should attract those candidates that demonstrate qualities like adaptability, innovation and openness to change to support our strategy with the right kind of people.

Great Talent Management happens when talent strategy is tightly linked to organisational strategy. Else it becomes yet another ‘HR’ thing to do. In terms of processes, it starts with the right talent acquisition ( diversity and inclusion problems start when this isn’t done right) which is 50 percent of the equation. Rest of the processes to nurture and grow talent include performance management, succession planning and rewards in the form of role rotation, recognising potential and a holistic benefits process. Talent management, therefore needs to become integrated across all processes naturally since it makes business sense, creates competitive advantage and therefore becomes a sustainable way of organisational behaviour.

Recruit, Train, Retain. These 3 aspects are intermingled and essential to any talent management process. If you are not covering all 3 effectively, business continuity is put at risk.

I think talent management should integrate with knowledge management. When you do so, you have a wider view of what you really have, what you really need now, and what you really need in the future.

Talent ensures your organization accomplishes its mission. If you're moving forward without an eye on talent, you're bound to hit a bump in the road.