Talent Management should focus on attracting, retaining, and developing top talent within the organization; promoting diversity, equity, and inclusion within the workplace and creating a culture that values and respects differences.
Different classifications of talent management typically focus on different aspects of management disciplines. Here are several common classifications:
Strategic talent management vs. operational talent management: Strategic talent management focuses on aligning HR practices with the strategic objectives of the organization. It involves long-term planning and involves activities such as workforce planning, talent management, and succession planning. Operational talent management is concerned with the day-to-day tasks and activities involved in managing employees. This includes activities such as recruitment, selection, training, performance management, and compensation.
Traditional vs. Contemporary talent management: Traditional talent management emphasizes administrative functions such as benefits administration, and compliance with labor laws and regulations. Contemporary talent management takes a more strategic approach, focusing on fostering employee engagement, developing organizational culture, and promoting diversity and inclusion.
Transactional vs. Transformational talent management: Transactional talent management focuses on routine administrative tasks and processes, such as payroll processing, timekeeping, and benefits administration. Transformational talent management focuses on creating a positive work environment, fostering employee development, and driving organizational change. It emphasizes empowering employees, promoting innovation, and aligning HR practices with the organization's goals.
Employee Development: Involves providing training, mentoring, coaching, and other development opportunities to enhance employees' skills, competencies, and career progression.
Retention and Engagement: Involves implementing strategies to retain top talent, enhance employee engagement, and foster a positive work environment.The goal of workforce engagement is to make people feel important, appreciate and reward them. If you want your employees to be engaged - you want to define that - you're going to first need to acknowledge the skepticism, truly understand it, and at least attempt to do something about it.: Involves managing employee grievances, conflicts, and disciplinary actions, as well as fostering positive relationships between employees and management. Offboarding and Exit Management: Involves managing the process of separating employees from the organization in a respectful and professional manner, including conducting exit interviews and knowledge transfer.
Talent Management should focus on attracting, retaining, and developing top talent within the organization; promoting diversity, equity, and inclusion within the workplace and creating a culture that values and respects differences. These classifications provide a framework for understanding the various dimensions of people management and the diverse roles and responsibilities of HR professionals within organizations. Depending on the organization's size, industry, and strategic objectives, different aspects of HRM may receive more emphasis or priority.
0 comments:
Post a Comment