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for Bigger Goals

Talent Factory

Talent Management Infrastructure for Growing Businesses

One of the largest, and in most cases, least attended, challenges of growing businesses is obtaining and retaining talent. Human Capital Management teams are often seen following traditional ways of recruiting – based on skills and experience versus the need of the hour – based on what type of talent your project/business needs to rapidly make progress.

Building a Talent Management Pipeline

The key to better recruitment is building a better strategy around talent acquisition. Talent Management Infrastructure is a HR practice that helps foster a culture where there is a conscious attempt to identify, engage and develop/retain people with the right skills and aptitude to fill opportunities continuously. By adopting Talent Management Infrastructure, businesses can vouch to easily achieve better performance levels and sustainable growth tracks towards meeting strategic organizational goals.

Why Talent Factory?

Nurture a talent pipeline in keeping with business needs

Engage employees for high productivity and sustainable growth

Improve employee engagement and satisfaction

Develop talent leaders who will take ownership of strategic goals

Foster a culture of a balanced workforce

iVedha Talent Management Infrastructure Methodology

At iVedha, we adopted the core principles of engineering to build effective talent pipelines in our Talent Management Infrastructure practice. Take a look at the iVedha Talent Management Infrastructure Methodology.

Talent Acquisition

An effective continuous recruiting practice often entails hiring employees with excellent working, strategic and social skills, the right attitude, along with the dedication to meet business goals. Identifying the right fit among talented employees and available candidates is challenging.

Talent Development

Once talent is acquired, it is essential to ensure they are trained and fit into the organization’s culture and their defined roles.Talent development includes formal training programs, mentoring, special assignments, committee work, and so forth. The rest of the growth occurs during the later course of an employee’s tenure with the organization.

Talent Engagement

Employee engagement is an important aspect towards successful talent management. Recognizing the efforts of employees who go out of their way to help other employees, work extra hours or on holidays is essential. Through talent engagement initiatives, new employees are accustomed to the company’s culture and system.

Talent Retention

Retaining talent alongside nurturing new employees is equally important in the journey towards building strong teams. It proves to be a wasted effort when a well-seasoned employee quits. Employment contracts, bonds, and bonuses from time to time are effective and proven ways that enhance the bond between a company and its employees.

Better Talent Management. Better Culture