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.
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 and deliberate attempt to identify, engage and develop/retain people with the right skills and aptitude to fill opportunities continuously – Thereby shortening the time elapsed between announcement of the opening and hiring. By adopting Talent Management Infrastructure and building a talent pipeline via continuous training and recruitment, businesses can vouch to easily achieve better performance levels and sustainable growth tracks towards meeting strategic organizational goals.
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.
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.
A good continuous recruiting practice often entails hiring employees with excellent working skills, strategic skills, social skills, the right attitude, and dedication to meet business goals. Identifying the right fit among talented employees and available candidates is challenging. The core dictating factors here are employer value proposition, branding activities, used sourcing mix, selection criteria, and process. It includes recruitment and selection stages, both of which help attract a maximum number of interested candidates and choose the most skilled talent for the requirements, while filtering out others.
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, coaching, special assignments, committee work, action learning, job rotations, development assignments, job learning, job shadowing, etc. Often only 10-15% of talent development happens in the training programs during onboarding. The rest of the growth occurs in the methods mentioned above which often occur during the later course of an employee’s tenure with the organization.
Employee engagement is an important aspect towards successful talent management. In most cases this happens only when employees are well engaged with the company. Recognizing the efforts of employees who go out of their way to help other employees, work extra hours or on holidays is essential. The personal and professional development of less experienced individuals in the organization is done through mentoring by senior leads. Through talent engagement initiatives, new employees are accustomed to the company’s culture and system. Talent engagement and performance management include performance coaching, performance planning, and execution counseling to develop an individual’s career plans.
Retaining talent alongside nurturing new employees is equally important in the journey towards building strong teams. It proves to be wasted effort when a well-seasoned employee quits. Adopting a strategy that helps in keeping employees with the organization. Employment contracts, bonds and bonuses from time to time are effective and proven ways that enhance the bond between a company and its employees, while improving employee morale and compensation.
A good continuous recruiting practice often entails hiring employees with excellent working skills, strategic skills, social skills, the right attitude, and dedication to meet business goals. Identifying the right fit among talented employees and available candidates is challenging. The core dictating factors here are employer value proposition, branding activities, used sourcing mix, selection criteria, and process. It includes recruitment and selection stages, both of which help attract a maximum number of interested candidates and choose the most skilled talent for the requirements, while filtering out others.
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, coaching, special assignments, committee work, action learning, job rotations, development assignments, job learning, job shadowing, etc. Often only 10-15% of talent development happens in the training programs during onboarding. The rest of the growth occurs in the methods mentioned above which often occur during the later course of an employee’s tenure with the organization.
Employee engagement is an important aspect towards successful talent management. In most cases this happens only when employees are well engaged with the company. Recognizing the efforts of employees who go out of their way to help other employees, work extra hours or on holidays is essential. The personal and professional development of less experienced individuals in the organization is done through mentoring by senior leads. Through talent engagement initiatives, new employees are accustomed to the company’s culture and system. Talent engagement and performance management include performance coaching, performance planning, and execution counseling to develop an individual’s career plans.
Retaining talent alongside nurturing new employees is equally important in the journey towards building strong teams. It proves to be wasted effort when a well-seasoned employee quits. Adopting a strategy that helps in keeping employees with the organization. Employment contracts, bonds and bonuses from time to time are effective and proven ways that enhance the bond between a company and its employees, while improving employee morale and compensation.
