Talent Attraction

 


Talent Management

“Those with the best people Win” (Armstrong’s, 2012 p.255).

Talent management is defined as the methodically organized, strategic process of getting the right talent on board and helping them grow to their optimal capabilities while keeping organizational objectives in mind (Lewis, 2006).

There are many ways of talent management but the most popular & incorporate activities such as,

*Potential assessment

*Leadership & Management development

*Succession planning & carrier planning

The final target to practice the above activities are to build a talent pool to fulfill the organization's ultimate goals & it is the key concern of HRM (Armstrong’s, 2012 p.259).

Creation of talent pool through talent management

Figure 1.0: The elements of talent management





         Armstrong’s, (2012)

 

According to the above mentioned figure, talent management takes the set of interrelated processes. The main focus of talent management is the identification of what sort of talented people are needed to achieve organizational goals and objectives. Hence the ultimate success of the organization depends on its employees.  By establishing attraction and retention policies, the organization is able to create the talent pool according to the organizational requirements (Armstorng’s, 2012 p.258). 

·         Talent Attraction

Talent attraction is a term used in the Human Resources and Talent Acquisition field to describe the most desirable passive candidates to a specific employer and incentivize them to apply for work with implied and envisioned benefits  (Antonucci, 2005).           

The main objective of talent attraction is to attract the most suitable prospect candidates to the organization. In the current business context majority of business, entities are considering human resources as the most valuable resource. Due to the uniqueness of human characteristics organizations can capture a competitive advantage within the relevant industry (Antonucci, 2005).

Talent could be attracted from within or outside of the organization. We can categorize this as internal and external talent attraction. Talent attraction methods could be changed according to the situation. Hence senior management should concern more about talent attraction (Armstrong’s, 2012 p.255).

·         Methods of talent attraction

·         Figure 2.0: The Methods of talent attraction

 



                                                            Armstrong’s, (2012)

According to Armstorng’s classification, talent planning organizations can attract people from within and outside the organization. (Internal external resourcing). As internal talent attraction methods, many organizations are using internal job notices, and meetings/ recommendations.  External talent attraction methods are newspaper advertisements, Employee referrals, Headhunting, social media, and job fairs (Armstrong’s, 2012 p.258).

According to the company’s requirement, the company is using a combination of both methods. Some are using internal attraction more and some are using external attraction more than internal (Armstrong’s, 2012 p.258).

Example: 

People’s Leasing and Finance PLC is a subsidiary of a people’s bank. Due to high regulatory requirements, company is using internal talent attraction methods. Only for the position of Management Trainee, company is using external media like news papers. 

·       Employer Branding

Employer branding is the another most important term in talent attraction. If organizations are having good employer brand, they can easily attract the best prospect candidates. Strong employer branding serves as reliable and quality indicator to the labor market (Sari Silvanto Jason Ryan Yvonne Mcnulty, 2015).

Prospective candidates basically evaluate clarity, credibility, and consistency of the company’s brand name. If applicants are spent substantial effort to finding information about organization, it will lead to reduce the prospect candidate’s attraction towards the organization (Tawiah, 2020).

In most cases employee’s referral plays very critical role as a brand information. Hence if organization is more concerning about employee referral programs, it will enhance employer brand name spontaneously (Tawiah, 2020).

References

Antonucci, E., 2005. The perfect storm: How talent management integration can help your company avert looming leadership shortages.. EXECUTIVE DEVELOPMENT , p. 142.

Armstrong’s, A. M., 2012 p.255. Handbook of Human resource management practices. 12th Edition ed. Londan: Kogan page.

Guest, D., 2017. Human Resource Management and employee welbing towards a new analytic framework. Human Resource Management , Volume 27 No. 1, pp. 22-38.

Lewis, R. E. &. H. R., 2006. Talent Management: A critical review. personal desicions international, USA.

Sari Silvanto Jason Ryan Yvonne Mcnulty, 2015. An imperical study of nation barnding for attracting internationally mobile skilled professionals. Career Development Internation, Volume 20 No. 3.

Tawiah, A. A. a. K. A., 2020. Towards a responsible talent management model. European Journal of Training and Development, 44 No. 2/3, 2020(Emerald Publishing Limited).

 

 

Comments

  1. Theekshana KariyawasamApril 27, 2022 at 1:59 AM

    Talent management, according to Hartley (2004), encompasses a wide range of tasks such as succession planning, employee loyalty, employee trust, human resource planning, and employee development.

    ReplyDelete
    Replies
    1. SadeepaliyanageMay 13, 2022 at 10:57 AM

      Yes. According to Bersin, (2006), talent Management is a powerful and important trend across Human Resource. It changes the way employees are organized, how they use technology, how they resources are allocated, and how they measure what they do.
      In study done by Richard et al (2011) evidently explain the need for talent management is a strong plea for better business performance. Psychologically, when the employee is placed in the right position surely he/she will have a better business outcome. The Process Perspective focuses on practices needed to optimize workers’ accomplishments within organizations. The core belief is that future success depends on an organization having an appropriate process for talent to achieve its potential (Richard et al, 2011).

      Delete
  2. Krishan Deepth Namal GamuwageMay 4, 2022 at 3:13 AM

    Adding to this post, Talent management is the systematic identification of key positions that contribute differently to the sustainable competitive advantage of the organization, as well as activities and activities that involve developing a high potential and high-performance pool and developing a diversified human resource (Collings and Mellahi, 2009).

    ReplyDelete
    Replies
    1. SadeepaliyanageMay 13, 2022 at 11:00 AM

      Furthermore, Talent management is the systematic attraction, identification, development, engagement, retention and deployment of those individuals who are of particular value to an organization, either in view of their ‘high potential’ for the future or because they are fulfilling business/operation-critical roles (McCartney, C. 2009).

      Delete
  3. Pagoda Wijesinghe Arachchige Dona Ruwini Poornima WijesingheMay 6, 2022 at 8:53 AM

    Talent Management is crucial as every employee is different from one to another. Nevertherless, the methods you have mentioned does serve and supports an organization overcome the barrier in dealing with differences of people.

    Adding to that, Russo (2009) states about maximum comfort zone, where employees do not feel, defensive, on guard, or to spend more time protecting their back than getting anything done. Moreover he explains about creating a "maximum comfort zone" that employees use creative energy focusing on doing, building, creating, completing, and accomplishing, their tasks right. Russo (2009) further explains the significance in creating a maximum comfort zone that could result a better succession and career planning process within an organization. This also help to deal with differences of various kinds of employees and also influences the organization in attracting prospective candidates to the organization.

    Russo, D., 2009. 17 Rules Successful Companies Use to Attract and Keep Top Talent: Why Engaged Employees are Your Greatest Sustainable Advantage. FT Press.

    ReplyDelete
    Replies
    1. SadeepaliyanageMay 13, 2022 at 11:04 AM

      Agree with you. After all, talent management not only requiring keeping the right people in the right positions, but also requires some process as psychological contracts, career paths, and talent-culture. In Businessballs.com (2010) the psychological
      contract stated on Wikipedia, April 2010 as: “the mutual beliefs, perceptions, and informal obligations between an employer and an employee. It sets the dynamics for the relationship and defines the detailed practicality of the work to be done”. This is considered very important in talent management because it will help the talented employee to know what they desire and what drives them in their work (Innovation & Growth, 2013).

      Delete
  4. Amal Ishantha DissanayekeMay 8, 2022 at 12:20 AM

    Talent attraction is important to an organization. Equally retaining the existing talent is also very important as searching talent is not an easy task (Allan,2008).

    ReplyDelete
  5. SadeepaliyanageMay 13, 2022 at 11:11 AM

    Agree with you. If organization is able to retain existing talent, it will lead to minimize cost and enhance organizational productivity as well. The ability of the all the organizations to compete in the global marketplace largely depends on the quality of its human resources, and they should look employees as their valuable resources and take every possible step to motivate and retain them with the organization not only attracting new employees (Kaiser, S. M. ,2006).

    ReplyDelete
  6. DimuthuMay 14, 2022 at 5:21 AM

    Hi Sandeepa
    Human resources play an important role in reaching organization effectiveness and performance (Huselid, 1995). For leveraging competitive advantage, Talent has become the prime differentiator for human capital management (Bhatnagar, 2004).
    In today's untiring effort to find the suitable talent employee brands plays a pivotal role
    It helps to attract and retain the most desirable talent and construct a strong psychological contract between the employee and employer so that the long term retention prevails

    Aastha, T. TripathiRajlaxmi,S. (2018) Role of employer branding on talent acquisition- A literature review

    ReplyDelete

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