Personal Reflection from Blogging

HRM Blogs Activities Personal Reflection By Mr. Ying Bawm

Blog Topic: Talent Management

15/12/2023

 

Talent Management is process of planning workforce, branding employer image, attracting, recruiting, onboarding, developing, retaining, offboarding to maximize talent pool for organization competitiveness. Talents Management begin with evaluating internal Organization skill gap and future need for the markets.

As technology disruptions in the nature of work and demographic changing to Millennial generation, Talents are harder to recruit because of supply demand but also millennial are less likely to work the organization that don’t align with their value. Millennials are more likely option for career development and fair compensation, their commitment and average employment tenure is shorter than previous generation. They are more likely express opinion for their organization value, image and cultures.

As for HRM personal, these are challenges for talent Management. The HRM have to Reassess Organization employer brand and Employee Value Proposition, it is not only to attract but also retain key talents.  Employer Brands is branding method communicate Company value, image and reputation to attract talents. Employee Value Proposition is a key differentiating strategy to exchange Organization value and benefits with commitment and performance from employees and candidates. It is simply showcase of attracting talents over competition.

The key part of Talent Management is Employee Retention. It is more expensive and harder to recruit and develop new talents then keeping and retaining existing workforce. HRM need to formulate strategy to retain existing talents from competition such as fair and competitive compensation, Positive work culture and career development opportunity, learning and development of new skills.

 Performance Management is necessary part of Talent Management. It emphasis on talent Development, skill gap, Efficiency of achieving goals. By implementing Performance Management system with fairness and better Manager coaching capabilities, differentiate Compensation for skill and talents, Goals align with organization priorities, it contributes to employee engagement and retention.

Fure of Talent is challenging as technology ad Automation continue to disrupt nature of work. HRM need to implement learning and developing strategy such as reskilling employee for future new position and upskilling for advancing their current position for organization adaptability and competitiveness for future markets. As learning and development strategy implement, employee will continue to stay with organization for future career development.

Conclusion,

Talent Management is essential and integral part of HRM and Organization. As war for talent excessive and key talents are hard to finds. The best strategy is to keep what you have, and train and develop for future markets. As learning and development of existing employee continue; thus, allow Employer brand and employee value proposition to increase. This will further retain employee and attract future key talented candidate.

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