Its about how talent can be managed in HRM department by the companies for the betterment of company's overall objectives..

2. Definition
• Talent Management is a strategic
management process involving methods
to manage and upgrade the skillset of
high potential employees to retain them
for a long run and achieve the desired
goals of the organisation.

3. HRM v/s TM
• Earlier, hiring, training, and retention of employees used
to be concerned with the duties of the HRM, but with
TM, these duties are federated to the front-line
managers leading the employees in question.
• HRM is more admin-focused, dealing with salaries,
vacation days, benefits, and complaints. While TM is
almost single-handedly focused on helping and improving
the top talent in the organization.
• TM is strategic, often exhibiting as a company-wide long-
term plan closely associated with overall business
objective. On the other hand, HRM is more tactical,
dealing with the day-to-day management of human
resources.

4. Objectives of TM
• Filling In The Gaps
• Enhancement Of Performance
• Accurate Decision Making

5. Objectives of TM
• A Measurement Of Before And
After Effects
• Operational Objective

6. Importance of TM
• Value Addition And Creation
• Effect On Employee Engagement
• Increase in productivity of the
organisation

7. • Client satisfaction
• A long term investment

8. Benefits Of TM
• It is easier to deploy the right person in the right job with the help of a
proper plan. This is important from the perspective of your organisation
as well as the employee’s as alignment between his personal interests
and his job’s will make him perform with high efficiency.
• It helps to take better professional decisions as when you come to know
who your high potential employees are, you can invest in their
professional development by creating learning opportunities for them.
• It greatly affects your organisational culture, how your organisation
works and the status of the employees in your organisation. If the
employees are satisfied with the organisation’s ongoing talent
management practices, they are more likely to have confidence in the
future of their organisation.
• It helps develop leaders for tomorrow within the organisation. With
successive talent management activities, the organisation can inculcate
leadership values in its employees and don’t have to worry about the
future of their organisation and the quality of the workforce.

9. Problems in TM
• FAILURE TO PROPERLY COMMUNICATE
• To ensure that everyone in the company is on the same
page, effective communication is essential. If you don’t,
false information will spread throughout your departments,
causing confusion. Create one-on-one sessions with staff to
build trust and establish clear communication of facts.
• NEGLECTING SERIOUS PROBLEMS WITHIN YOUR HIRING
TEAM
• You could be inclined to disregard complaints that arise
within a hiring team and expect that they will go away on
their own. While extensive intervention may not always be
required, basic direction and competent management can
help enhance hiring team relations and teamwork.

10. • A LENGTHY RECRUITMENT PROCESS
• Candidates value a quick hiring process. If it drags on for months,
candidates will either drop out or be sought by other organizations.
Avoid extending the process with additional stages as it will only irritate
job seekers and encourage them to look for work elsewhere.
• HIRING THE WRONG PEOPLE FOR THE JOB
• Being in a hurry to fill a position pushes employers to cut corners during
the screening process and as a result, end up hiring the wrong person.
Interviewers need to thoroughly check candidate resumes to see if they
are accurate and concentrate on concrete deliverables.
• LACK OF PROFESSIONAL TRAINING AND GROWTH
• Employees that feel like they have nowhere to go will seek new
challenges and quickly leave. That is why you should invest in a
professional development plan and discuss training opportunities with
them to build a culture of learning and progress.

11. • LACK OF ACCOUNTABILITY
• Encourage your staff to take ownership of their work to build an
atmosphere of trust. This step will allow them to grow and develop
their skills while also help with reducing their workload.
Furthermore, enabling employees to take ownership enhances
engagement and fosters a learning culture across the organization.
• NOT RECOGNIZING OR APPRECIATING A JOB WELL DONE
• Employees that work hard want to be recognized for their efforts,
especially during difficult times. This feedback keeps staff motivated
to achieve their goals and celebrate team accomplishments, and
recognizing your staff can help you build a healthy and productive
team.
• BELIEVING THAT YOUR EMPLOYEES WON’T LEAVE
• Employees who feel they are challenged are the ones who stay, and
those who feel undervalued will find somewhere else to go. That is
why you should encourage employees to be engaged and creative,
as well as help them grow their abilities and feel valued.