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The previous articles have discussed how reward systems must be put in place that would ensure that the internal skills and attributes of the employees are aligned with the external reward systems. This article discusses how reward processes have to be developed in organizations. Involvement of Line Managers and HR To develop effective reward systems, […]
The Midlife Crisis of the Middle Manager! What it is and What can be Done to Address the Problem
What Is Midlife Crisis, Whom Does It Affect, and what are the Manifestations of It? Midlife is especially challenging for anyone and more so for those in their careers when they get stuck in a job that has lost meaning. Indeed, the term midlife crisis is very popular to describe the feelings of listlessness and […]
Tips for Giving Feedback after Assessments
Feedback after any form of assessment or evaluation helps in mirroring the information regarding their performance to the candidate and also initiates the learning process in them. An objective, transparent and respectful conversation needs to be conducted during feedback to drive home the points which the participant needs to work upon. Giving feedback is never […]
The HRM Challenge: Promoting Diversity and Inclusivity in Illiberal and Charged Times
The Challenges Confronting the HR Professionals in these Charged Times World over, the emergence of nationalist and populist movements has meant that women and racial minorities as well as immigrants are under unprecedented threat. Indeed, with the charge against immigrants and women coming right from the top in the United States, with President Trump leading […]
Factors Affecting Compensation from Employees Perspective
In the previous article, we looked at some of the factors that help the employers determine the level of compensation to be given to employees. In this article, we look at the factors that affect compensation from the perspective of the employee. What this means is that the employee should not be constrained by the […]
In today’s scenario, talent acquisition and management has emerged as a key strategic process in an organization.
Though there is a better availability of workforce in the market than ever before, yet the challenge to acquire the right talent still persists for any organization, worldwide. This is essential to achieve the strategic objectives and ensure long term success of an organization. Thus, enhanced corporate competitiveness and globalization has transformed the regular process of human resource recruitment into talent acquisition.
Moreover, the work of an organization these days does not end with hiring of the right talent into the organization. There is a wide spectrum of activities like career management, leadership development, talent planning, etc. which are constantly buzzing in the HR departments of organizations. Such activities fall into the realm of talent management.
Talent management is all the more essential to keep up with the future needs of the organization. Otherwise, if the organization does not focus on talent management within itself then it will have to resort to the process of recruitment every time the need for appropriate talent arises.
Hence, we can say that talent management is all about nurturing and guiding the talent in your organization in alignment to the strategic and long run goals of the organization. It is the succeeding step to talent acquisition.
An organization generally avails the services of an HR Consulting Firm to provide with a cost-effective and quick, yet high quality, talent acquisition and management process.
An HR Consulting Firm efficiently and effectively contributes towards recruiting the best and the most appropriate person for the organization with the allocation of minimal resources and within a short period of time. Also, HR Consulting Firm provides the right analysis, strategies, and plans for the management of talent in an organization.
As far as talent acquisition is concerned, an HR Consulting Firm maintains a highly effective research team which keeps a detailed track of the requirements of both the organization as well as the candidate.
It may be possible that an HR firm may specialize in certain industries or sectors as far as acquisition of talent is involved. This helps the HR Firm in maintaining high standards of success in meeting the talent demands in particular industries by employing in depth knowledge and research in those industries.
The Firm conducts behavioral interviews with the prospective candidate to obtain a comprehensive analysis of the leadership, team-building, decision-making and problem solving skills of the candidate.
Also, the candidate is thoroughly assessed for his attitude towards working in a team, response to change management and reaction towards the cultural climate of the prospective organization.
Such analysis helps the organization in not only recruiting a candidate with right educational and professional experience, but also one with the required attitude and flexibility to be a part of the organization.
The HR Consulting Firm undertakes following steps for talent acquisition process in an organization:
As discussed above, talent management basically works in creating a pool of talent within the organization which helps in achieving the strategic objectives of the organization in the long run. This requires the HR Firm to work on the present set of employees of the organization and polish them so as to align their talent with the strategic objectives of the organization. Talent management process also requires an HR Firm to:
An HR Firm may opt following methods for talent management process:
Thus, an HR Consulting Firm helps an organization in aligning the business objectives and strategies with the talent strategy and planning of the organization.
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