Talent management is distinct from human resource management. Human resource management focuses on the whole of the HR activities of the firm; job analysis, job design, planning, recruitment, hiring, orientating, training, developing, compensating, benefits, safety and health, and labor unions. Talent management focuses on obtaining and managing human resources.
Three features of a talent management strategy that an organization should consider implementing in order to be considered by Fortune Magazine as a ‘Best Place to Work” organization would be comprehensive internet medium for job seekers, employee development programs tailored to employee needs, and an environment structured to satisfy employee’s needs. The organization should truly care about its employees.
The organization should have in place an internet portal for job seekers. Job seekers should have access to accurate, informed, and detailed job descriptions, the job seeker could opt in for specific jobs to be pushed to them and the job seeker could complete the job application online. There should also be in place self screening and self test for job seeker to complete online prior to submittal of application. The organization should also provide specific feedback to the job seeker not just we will contact you if you are a fit for our organization. The organization will always treat every job seeker with respect and keep them informed as the process progresses and provide feedback if the applicant is not eligible to progress.
The organization should also develop training programs to enhance their employees’ skills and abilities. These training programs should include identifying employee’s skills, interest, and knowledge and helping the employees expand these as well as helping them to find their best fit within the organization. The organization would also develop learning and growing programs to help employee’s master their jobs by providing specific job training, leadership training, communication training, one-on-one coaching, and group/team development programs.
The organization should also have an environment structured to satisfy the needs of their employees; this could encompass job sharing, flex time, telecommuting, onsite day care, pleasantly decorated office areas, break room, cafeteria, to fun time breaks. Depending on the motivations and needs of the employees the working environment should cater to their employees. This environment would also include the firm listening to their employees and the employees’ should feel that the organization cares about them.
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