A DESCRIPTIVE STUDY ON TALENT MANAGEMENT & ITS LATEST INTERVENTIONS AMONG THE EMPLOYEES OF HIGHER EDUCATIONAL INSTITUTIONS IN KOLKATA
Ms. Priyanka Chakraborty
Assistant Professor, Department of Business Administration, JIS College of Engineering, Kalyani, Nadia, West Bengal
Mr. Avik Sanyal
Assistant Professor, Department of Business Administration, JIS College of Engineering, Kalyani, Nadia, West Bengal
Abstract- Talent management is a strategic HR practice through which the organizations can achieve its goal as well as they can sustain for long term in today’s competitive market.
As we know, that talent itself is one of the most valuable and important aspect of human resources that can have business values in a broader manner. At present it has extended its wings to exploring the hidden talents and qualities of the employees and developing and nurturing them to get the desired results. Hiring the best talent from the industry may be a big concern for the organizations today but retaining them and most importantly, transitioning them according to the culture of the organization and getting the best out of them is a much bigger concern. The main purpose of this paper is to explore different aspects of Talent management and its latest interventions specially among the employees of higher educational institutions in Kolkata, as it is one of the recent trends of HR & it has not been adopted yet extensively in the higher educational institutions in Kolkata. The methodology applied in this paper is totally descriptive. The study will give an insight on the emerging areas of talent management adopted and practiced exclusively by the higher educational institutes in and around Kolkata with a vision of long term sustainability.
Keywords: Talent management, employee potential, business value, talent acquisition, long term sustainability.
1 INTRODUCTION
Talent management is one of the very important part of HR of any organization. It is a systematic process through which organizations can identify their vacant positions and can hire the most suitable candidates to fulfill the organizational objectives by allocating the human resources and using their potentials in a maximum manner. Talent management refers to the forecasting of required human resources for an organization and the planning to meet those needs. Human is such a resource which can be used effectively as a tool for achieving a sustainable competitive advantage (Ordonez de Pablos, 2004). The process of managing talent within an organization refers to the capacity of managing the power and competency of employees working in an organization either through direct or indirect approaches. It encompasses a much larger area such as initiatives undertaken by HR of any organization for improving the abilities of the employees and developing and nurturing them effectively such that the desired outcomes can be obtained in terms of increased employee performance and attainment of organizational objectives by achieving maximum profit.(https://www.allassignmenthelp.com/blog/talent-management-explanation-and- concepts/)
1.1 Objective of the Study
Sources of data: As the study is mainly based on the secondary data, the information and references have been collected from various secondary data sources like- articles, research journals, papers etc.
2 LITERATURE REVIEW
Talent management is now playing a very important role in every sectors. In educational sectors also we can observe that they are practicing the talent management in every functional units. According to various sources we can observe the different job sectors as well. According to Ballesteros (2010), talent management includes the complete set of process for recognize, managing people for successful of business strategy that organization used it.
Talent management encompasses all the aspects which are important in case of recruitment, selection, performance management and other HR activities. Uren (2007) asserts that organizations must have the capability for attracting the talent out of the resource pool and in this regard the organization career site is most important. Talent management encompasses career development by the organizations Human Resource department and not leaving the role of staff development to individuals and their initiative.
The primary focus of talent management is to attract competent candidates and to use their competencies to fulfill all the objectives of the organization. Talent management is not just a new word for finding and developing employees. Talent management requires a systematic view that calls for dynamic interaction between many functions and processes (Laff, 2006).
Attracting potential candidates and using their capability quotiants to increase the overall productivity of an organization is a very critical core HR responsibility of any organization. To fulfill the manpower gaps and to identify the ‘fit’ personnel every organization, talent management is a very effective methodology that every organization can apply. Lewis and Heckman (2006) suggest that talent management involves identifying mission critical values, competencies and talents which are needed to identify current and future work force requirement; clarifying the methods that will be used to recruit, hire, develop, manage and retain high performing workforce.
Talent Management: Importance- Talent management requires systematic views that call for dynamic interaction between many functions and processes.
Talent management can increase the employee value as well as it is also a helpful tool to measure the performance levels of the employees for present and future business trend of an organization. We can point out its significances as follows:
1) Improves the overall productivity of the organization.
2) Helps to provide a competitive edge to the organizations.
3) Helps to form a productive teamwork.
4) Fulfills the manpower gap.
5) Decreases employee turnover as well as increases employee retention rate.
6) Boosts up employee morale, motivation, job satisfaction level.
7) Builds a strong employee-employer bonding.
Source: https://www.pinterest.com/pin/18718154687268103/
2.1 Approaches of Talent Management:
1. Developing Job Description- Talent management starts from its very first element which is human resource. So, before recruiting the resources each organization should develop their job description properly. It is quite obvious thing, that a potential candidate can get attracted when he/she is finding his/her dream job and for the companies also, it will be very important part to use the potentials in the right way. So, by preparing a proper job description the organization can achieve this target easily. Through the extensive practices of talent management the organizations can prepare their job descriptions.
2. Provide development opportunities to the employees- Not only in the case of recruitment but also to provide the opportunity of training and development to the employees is a big deal. So, the companies can identify its potential candidates and provide the development opportunity to them through the practices of talent management.
3. Performance Assessments- A great way for employees to find out how they are doing and how they can improve is to do regular functions the organizations can apply talent management through which they can evaluate the performances of the employees on a regular basis. Heinen and O’Neill (2004) argue that Talent Management can be the best way to create a long term competitive advantage. A sustainable competitive advantage stems from the valuable, company-specific resources that cannot be imitated or substituted by competitors.
4. Brings innovation to the work structure- In today’s organizations, we can see the
Source: https://www.tmi.org/blog/talent-and-succession-planning-in-higher-education- institutions.
The practices of talent management in education sector must encompass the various area which connects the organization with its ultimate objectives. The overall productivity of the organization depends on the proper manpower planning and its work system. For this reason, each of the organization needs to practice the talent management concepts exclusively.
2.3 Latest Interventions of Talent Management
Talent management and its practices have changed drastically now. After the COVID-19 pandemic each employment sectors need to implement new innovative ideas regarding it. As our study is totally based on secondary data, so here are some new techniques we have found after reviewing so many journals/articles and other sources of information as follows:
1) More Emphasis on ‘E-HRM’ Practices- Various organizations have already adopted it. Educational sectors also applying this concept during and after the pandemic through online classes, tuitions, other official works as well. The HR personnel now operating their daily functions virtually. By implementing this techniques, organizations can get advantages also like- reducing the overhead costs, cost of manpower acquisition and others, increase the overall productivity, etc. In case of talent management also we can see now the companies are taking online recruitment policy, virtual appraisal system etc. and also they can save the time and cost.
2) Emergence of Automated Interview Process and Others- One of the most important area of talent management is the interview process which involves so much time as well as cost. By using the automated system of interviewing the candidates can save much more time as through this, organization can do the screening, interviewing of the desired candidates with lesser time and effort. Also the most suitable candidates can get the opportunity to appear and crack their job interviews.
3) Emergence of ‘Data-driven’ HR Policy- Now-a-days every organization must focuses on the data driven policies. If we think about the talent management and its practices then also the organizations should implement and practice this concept regarding the employee engagement, measuring the performances, and other activities keeping in mind that for future evidences also they can use the data regarding employee and their detailed descriptions. Organizations like higher educational institutes are also now implementing this practice to keep the data base safe and secured for present and future purposes. Some of the practices like- online exam management system, online marks updation, online result publications and others.
4) The Implementation of Social Media Recruitment- Apart from the traditional practices of recruitment, presently the companies also practicing the new style of recruitment which is known as Social Media Recruitment. Everyone is now active on the social media platforms so it is easy to find out the competent candidates from these social sites like- LinkedIn, WhatsApp, Facebook etc. Moreover this technique
5) Practicing Green HR Methods- To sustain in an environment friendly way the organizations are implementing the Green HR practices within their premises. Some of the green HR methods are like- paperless work, automation, environment preserving policies etc. In the case of talent management also Green HR practices are now playing vital role in case of manpower planning, manpower acquisition and so on.
6) Growth of ‘Personal Brand’ – Good brand image always plays important role for any organization. Like this, self-branding or personal branding also emerges in the case of talent management practices. It is a method through which one can enhance his/her self image, reputation in and outside of the organization where he/she is associating. This also can be a helpful measure to bring a good brand image of the organization also. The higher education sectors also now practicing this by enriching their academic and non academic staffs to build their personal brand for the overall growth of the organization as well as for their individual career enhancement.
7) Focusing on Training and Development by using Latest Technology- The organizations like the HEIs are now imparting their employees training (both online and offline) so that they can enhance their career growth as well as can fulfill the objectives. They are also emphasizing on the use of latest technological interventions like AI and software’s in the examination system, regular class, attendances, biometrics, using of different e-learning platforms, Learning Management Systems etc. so that the employees can get the opportunity to have these kind of knowledge.
Challenges Facing by Talent Management: Besides its usages, talent management is also facing some challenges, like-
1) Inadequate infrastructure- one of the biggest challenge of talent management is the inadequacy of infrastructure. If the organization does not have proper infrastructural facility then it will be a problem to implement the concept. In HEIs also some of the infrastructural issues like- insufficient supply of rooms, internet connections, softwares & other audio-visual aids, etc. can create issues while practicing the talent management.
2) Finding out ‘Potential’ Candidate- Identifying the actual potential candidates is not an easy task. In HEIs also identifying potential employees both the academic and non-academic staffs is a very crucial thing. As we know that the overall performances of the organization mainly depends on the employees and their performances, so if the selection goes wrong then it can be a big disadvantage for the organization.
3) Insufficiency of Fund- Another big challenge is the insufficient fund. As we know that to operate each and every function within an organization it needs a good fund.
In HEIs also funds like- grants approved by UGC, AICTE and other Government, non-government sectors are also needed to operate its functions. Of the fund allocation and distribution system is getting disrupted then it also affects on its overall functions.
4) Lack of Support from Management- Another issue is the lack of support from higher management authority. As we know that talent management is a managerial responsibility so in that case, managerial support is needed. If the management support is not compatible with its execution, then it can crate a big issue.
involving all the aspects of career growth. Also it has been found that the benefits derived from talent management include reduced hiring cost, a well negotiated salary structure;
efficient and effective inspired and committed team and consequently improved efficiency in service delivery.
Now–a days, talent management involves allover aspects of an organization and its personnel. It covers almost all the wings of operations of an organization like- manpower planning, learning and development of the personnel, performance management and so on.
Source: https://joshbersin.com/2010/05/a-new-talent-management-framework/
4 RECOMMENDATIONS The study recommends-
Higher educational institutes should have to pay attention for talented employees and to invest in talent and intellectual management practices.
They should provide support the training and development efforts of talented employees to provide and enhance them with new skills, knowledge and experience.
Employee performances also should be evaluated on a regular basis to discover current talents and determine talent gap and future needs of talents.
Recruitment and selection process should be efficient so that talented candidates can get access to the HEIs to promote its development.
Organizations should give favorable working conditions to its employees for effective performance. This will attract new potential employees who want to work for career progression.
The study also suggest that career management methods like having career counseling facilities, career mentors, career planning and career development programs should be widely adopted by the organizations as well as they should adopt new strategies to retain their employees for long term.
It is recommended that management should maintain learning and development practices regularly like learning need identification, coaching and in-house development programs for the academic and non academic staffs to improve their performance.
Government and other non-government sectors also should pay more attention to the HEIs regarding the adoption and practice of talent management.
REFERENCES Journal References
1. Ordonez de Pablos, P. 2004. Human resource management systems and their role in the development of
2. Ballesteros, S. R., & Inmaculada, D. F. 2010. Talents; the key for successful Organization. Unpublished thesis, Linnaeus School of Business & Economics, Linnaeus University.
3. Uren, L. 2007 from Talent Compliance to Talent Commitment, Strategic HR Review 6 (3): 32-35.
4. Laff, M. 2006. Talent Management: From Hire to Retire. T+D Alexandria, 60(11), 42-50.
5. Lewis, R.E and Heckman, R.J. 2006. ‘’Talent Management from Hire to Fire’’, Training and Development, Alexandria, 60(11), 42-50.
6. Heinen, J.S. and O’Neill, C. 2004 Managing talent to maximise performance. Employment Relations Today, 31(2), 67 – 82.
Website References
1. https://www.allassignmenthelp.com/blog/talent-management-explanation-and-concepts/
2. https://www.pinterest.com/pin/18718154687268103/
3. https://www.tmi.org/blog/talent-and-succession-planning-in-higher-education-institutions 4. https://joshbersin.com/2010/05/a-new-talent-management-framework/
