Future of the Talent Management

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Over the past decade, talent management has undergone some radical changes. The organization is using more social media and job recruitment sites to hire new talent into their company. Present day talent management is not just a hiring process. It has more weight when it comes to creating a suitable workforce for the company. It has the ability to when to hire. All the job recruitment sites are significantly improving their data sorting technologies so that organizations can find talent fast and find the most suitable candidate effectively. Furthermore, there are people from different generations working in the organization. Eventually, the older generation has to retire and the new generation needs to take control of the organizational process. This will introduce new methods of working like flexible working hours, remote working. It will lead to new relationships between the organization and employees. Organizations will introduce new applications to handle HR related tasks. This will allow organizations to connect with their employees round the clock. 

The organization will use more scientific ways to improve the decision-making process. When organizations have more data regarding employees, it will allow them to have new algorithms to decide what is best for the organization. The new generation will always try to find the best opportunities because of globalization. Talented people will always choose better work/life balance opportunities and Organizations need to prepare themselves to address the new global workforce revolution.

Future technologies will always introduce new ways of opportunities to do better at talent management process but we need to understand that new technology can not apply to all sectors, all economies, or all employees evenly. All the people who are into talent management will always need to find the balanced most suitable process that has the best impact on the organization.

Al Ariss, A., Cascio, W. and Paauwe, J. (2014). Talent management: Current theories and future research directions. Journal of World Business, 49(2), pp.173-179.

Juneja, P. (2015). Talent Management for the New Generation. [online] Managementstudyguide.com. Available at: https://www.managementstudyguide.com/talent-management-new-generation.htm [Accessed 2 May 2019].

Cook, I. (2015). This is What Talent Management Will Look Like By The Year 2018 — Are You Ready?. [online] Human Resources Today. Available at: http://www.humanresourcestoday.com/2018/talent-management/wellness/?open-article-id=3453491&article-title=this-is-what-talent-management-will-look-like-by-the-year-2018---are-you-ready-&blog-domain=visier.com&blog-title=visier [Accessed 2 May 2019].

Why knowing employee is important ?

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Building The relationship between the employer and employee is very important for an organization. Getting to know your employee will help the management to understand the employee needs and how to interact them for better productivity.

Organizations need to have a better idea about their employees when it comes to job satisfaction. When managers stop listening to their team members, they will get demotivated. They will just not going to give their full commitment to the organization. Eventually, they will attend to work just to receive their monthly salary.

Organizations should concentrate more towards looking after their employees. Managers have a responsibility to connect with employees and appreciate their work. Get to know their names, do regular evaluations and provide corrective feedback to improve work processes and motivate them to be better at their job. When managers do all above, employees will be able to motivate themselves and they will be happy to be working for the organization.

When organizations have a positive work environment, it will allow them to have a better understanding between managers and staff. People from different departments should communicate and it will allow them to reduce the stress levels of their work. When managers engage with staff issues, it allows them to connect with them on a personal level.  These will help the employees to perform well and it is a very important aspect of talent management.

Get to know employees will lead to a strong workforce and efficiency.  When an organization understands its workers well and the other way around, there will be a fewer issue and the company will be a healthy place to work.

Werner, J. and Desimone, R. (2012). Human Resource Development. 5th ed. India: Cengage Learning, pp.301-310.

Fundamentals of Human Resource Management. (2014). 5th ed. Singapore: McGraw-Hill.

Ashe-Edmunds, S. (2017). Importance of Knowing the Strengths & Weaknesses of Employees. [online] Career Trend. Available at: https://careertrend.com/importance-knowing-strengths-weaknesses-employees-12282.html [Accessed 1 May 2019].