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Talent sourcing and acquisition

  1. TALENT SOURCING AND ACQUISITION RESHMA RAMESH RAJADHANI BUSINESS SCHOOL
  2. TALENT MANAGEMENT Talent management is the strategic management of the flow of talent through an organization. Its purpose is to assure that the supply of talent is available to align the right people with the right jobs at the right time based on strategic business objectives.
  3. • Talent-management processes include: Workforce planning Talent-gap analysis Recruiting Staffing Education and development Retention Talent reviews Succession planning Evaluation
  4. TALENT MANAGEMENT MODEL Mission, Strategy and Values (Talent Management Strategy) Talent Acquisition Sourcing, Selection and On boarding Talent Development Performance Management, Career Development, Leadership Development and Succession Planning Talent Assessment and Alignment Internal Mobility and Workforce Planning
  5. BENEFITS OF TALENT MANAGEMENT • Right Person in the right Job • Retaining the top talent • Better Hiring • Understanding Employees Better • Better professional development decisions
  6. TALENT ACQUISITION • “Recruiting the right people, at the right time , for the right cost structure, in the right location.” • Talent Acquisition is the process of attracting, finding, and selecting Employment highly talented individuals Brand (those who align with the business strategy, possess required Definition of Need competencies, and who will integrate smoothly Sourcing and productively into the organization and its culture) to meet current Selection and future employment Pre-Boarding needs.
  7. TALENT ACQUISTION FLOW CHART
  8. RECRUITMENT • Recruitment is the process of searching for prospective employees and stimulating and encouraging the to apply for the job. • Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower inadequate numbers to facilitate effective selection of an efficient working force.
  9. Recruitment needs are of three types: • Planned: Arises from changes in organization and retirement policy. • Unexpected: Arises during resignations, deaths, accidents and illness. • Anticipated: Refers to those movements in personnel which an organization can predict by studying trends in the internal and external environments.
  10. FEATURES OF RECRUITMENT It is a process rather than a single act or event. Linking activity as it brings together the employer and the prospective employees. Positive activity to seek out eligible persons from which suitable ones are selected. To locate the sources of people required to meet job requirements. Ability to match jobs to suitable candidates. A two way process between recruiter and recruited.
  11. RECRUITEMENT PROCESS Definition and requisitions Sources Communication of information Identifying prospective employees Encouraging and attracting applicants Candidate assessment
  12. SOURCES OF RECRUITMENT SOURCES OF RECRUITMENT
  13. SUCCESSION PLANNING Succession planning is a strategic, systematic and deliberate activity to ensure an organisations future capability to fill vacancies consistent with merit principle. Succession planning is the process of training and preparing employees in an organisation so that there will always be someone to replace an employee who leaves.
  14. REASONS FOR SUCCESSION PLANNING • Identify highly talented individuals • Promoting employee development • Refining corporate planning • Establishing the talent pool
  15. GUIDELINES FOR SUCCESSION PLANNING • Customized to suit the need of the organisation • Driven by the line function and not HR executives • Training and development • Take into account the culture of the organisation • Consistent with the future strategic direction of the company.
  16. WHY SUCCESSION PLANNING FAILS • No strategic vision • Problem in dealing big picture • Promotions & employee aspiration • Lack of transparency
  17. SUCCESSION PLANNING PROCESS
  18. EMPLOYEE RETENTION • The employee retention is the process in which employees are encouraged to remain the organisation or the maximum period of time or until the completion of project. • The process of retention is not an easy task • There are so many tactics and strategies used by the organisation to retain the employee • The basic purpose of these strategies is to increase the employee satisfaction boost employee moral and hence achieve employee retention.
  19. IMPORTANCE OF EMPLOYEE RETENTION • The cost of turnover • The lose of company knowledge • Interruption in the customer service • Goodwill of the company • Regaining the efficiency
  20. RETENTION PROCESS
  21. HOW TO RETAIN EMPLOYEE • Top talent wants to work for the top companies • Recognize and reward over and over again • Know what their competitor does. • Hire the best and avoid rest • Provide flexible work place • Orientation program for new employees
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