A NOTE ON TALENT MANAGEMENT AND HOW TO MAKE IT APPLICABLE IN AUTO INDUSTRY

Talent management is about analyzing the needs of a skilled employee and developing strategies to
meet those needs.

Talent management is essential to improve the performance of an organization, the financial position in
the industry and for the acceleration of the organizational success.

In today’s competitive world and the changing circumstances, there is a war of talent among the
industries. Retaining and engaging the intellectual and skilled human capital is has become the
competitive edge through which the companies are differentiated against each other.

Successful organizations are those which make their company’s strategy in align and in harmony with
their business plan with the required skilled employees.

In a process perspective in an auto industry, the talent management act as a part of an organization’s
culture and it allows the employees to grow successfully and independently and it also improves to
nurture the skillset of the employees.

In a competitive perspective in an auto industry, talent management is focused on determining the

strengths and weaknesses of the employees and to develop those strengths to compete against their
rivals successfully and how to utilize these human skills.

It helps to put right people with the right skillset, to the right place where they are needed the most and
help to make the organization grow.

In auto industry people with skillset like engineering skills, mechanical skills, a technical mindset needs
to be appointed who are expert in designing and assembling so that they can bring innovation in the
company which will help them to gain competitive edge.

It is important that automotive employers not only consider their communications to external and
internal audiences, but exude that culture through sustained, deliberate actions that employees
experience at every point in their career journey.

If we look at auto industry we find that there are more millennials (34%) than baby boomers and dealing
with millennials can be difficult as trust issues can be found among them and they have a higher
ambition too. So to attract highly skilled millennials employees, an auto industry needs to

 lead with purpose and values, both internally and externally

 establish strong leadership based on credibility and trust
 ensure employees know the organization’s values and goals through effective internal
communications

Moreover, the auto industry needs to diversify its environment and must take steps to engage the
female employees too as most of the time they are either discriminated or neglected. Female and male
auto engineers have similar levels of employee engagement, but they differ significantly on experiences
that influence their overall engagement. Perhaps most notably, two-thirds of women (66 percent)
report they are putting in more effort than what is required to do their jobs, versus 52 percent of
men. \At the same time, women are less likely than their male colleagues to agree that they know their
employer’s values, principles and beliefs. Women are often underpaid in with respect to the work they
do no matter how much talented they are. So the female employees should be taken with trust and
respect.

Moreover all the hiring process should be transparent. There should be no politics in the company as the
younger employees have trust issues with company.

Hence the talent management process must be dealt with effectively as it has become a success and a
failure factor the today’s organizations.