Talent Management - Methodology

Talent Management - Methodology

Every organization has a different methodology for talent management. The following diagram shows the complete cycle of talent management which involves Planning, Acquiring, Developing, and Retaining of able and skilled personnel for the organization.

The steps are as follows −

⦁ Planning − It involves identifying, defining, and setting criteria for required capabilities as well as examining the current talent levels.
⦁ Acquiring − It utilizes a varied range of strategies to attract talent.
⦁ Developing − It involves providing opportunities for career development and training, managing employee performance, coaching and mentoring.
⦁ Retaining − It involves providing long-term incentive, a flexible and positive work environment, and opportunities for advancement of good remuneration.

Let us now discuss each of the steps in detail.

Planning Talent

In this methodology, the organization establishes defined competencies and sets criteria to measure the talent skills.

⦁ Focus on Talent − Once you know what your organization needs, you can start thinking about what type of talent potential to focus on.
⦁ Define Competence − Competencies are lasting individual attributes that cause high levels of performance. In this stage, the organization clearly defines the specific and usable skills and talents its employees need, so as to realize organizational goals and objectives.

⦁ Measure Criteria − There should be a set of criteria to evaluate, measure, and develop specific competency. You need objective criteria to measure competencies effectively.
⦁ Talent Audit − An audit may include different types of activities designed to evaluate the level of competence. Methods include psychometric tests and questionnaires, in-depth interviews, case studies, and analysis of the most recent performance reviews.