Talent management is the process of recruiting

Talent management is the process of recruiting, retaining, motivating and developing the employees of an organization who have the aptitude and abilities to meet not only the current requirements but also future organizational needs (Scullion & Collings, 2011). Talent management in essence is the process by which and organization seeks to bring in new employees with great potential and ideas, development of new skills and competencies retaining of productive employees that at the long run leads to a well-motivated workforce that would enable the organization grow and compete at a higher spectrum. Increased staff morale key activity for any successful organization that is intent upon maintaining a stable and effective workforce. Scullion & Collings further indicate that talent management recognizes employees who stand out in regards to particular tasks and activities.
Talent management seeks to have the right employees holding key positions based on their knowledge, experience, skills, talent and commitment in an organization. Many organizations have realized the need for talent management and are now focusing on methods to develop and retain the existing talent in their organization as is more cost effective than that of replacing the talent. Many family owned businesses are however left behind in the quest for talent management as they do not see the need to embrace it as well as view it as an expensive and unnecessary process. On the other hand the non-family members working in family owned businesses tend to be secluded due to the strong family values as well as the nepotism in the organization.
Recruitment is the process of attracting, selecting and appointing suitable candidates to vacant positions from both inside and outside an organization. Before an organization embarks on recruiting a new staff member the management as well as the human resource department need to first analyse the organizations’ objectives. There various reasons why businesses need to recruit new staff members such as growth of the organization, change of job roles especially due to advancements in technology, filling a vacant position caused by an employee who left or due to internal promotion as an employee might have been promoted within the organization. Recruitment therefore plays a vital role in building, nurturing, and maintaining organizational success.
In order for an organization to reduce employee turnover, an organization will be required to implement various strategies to retain their employees. This strategies will help the organization tackle the causes of high employee turnover and intern help the organization retain the talented employees. High turnover in an organization leads to reduced customer satisfaction, poor performance, low morale and distraction amongst the remaining employees as most employees will be focused on looking for other employment opportunities further leading to deteriorating products and services quality.
According to Shadare and Hammed (2009), the performance level of an employee relies not only on their actual knowledge, experience or skills but also on how the employee is motivated. If a talented employee is not well motivated, he or she will be less productive. Motivation is an element of human resource management that is driven by the goal and objectives of an organization. Motivation includes work environment as well as various incentives that will ensure the employees are more committed and satisfied with their jobs. Motivation incentives could include insurance, bonuses, commissions, remuneration, granting sick leave with salary, vacation, granting of sabbatical leave, team building activities, providing the employees’ with equipment’s that enhances the job.
Employee development is defined as a process where the employee with the support of his/her employer undergoes various training programs to enhance his/her skills and acquire new knowledge and skills. Employee development should be a joint initiative of the employee as well as the employer to enhance the existing skills and knowledge of the employee. It is very important for employees to regularly upgrade and enhance their skills and knowledge in their respective industries to survive the fierce competition.

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