Talent Management opportunities & recognition will contribute to the
higher performance of the employees & it will
Talent Management
 Talent management refers to the strategic
process of attracting, developing, retaining,
and optimizing the skills, abilities, and
potential of employees within an organization.
It encompasses various practices and
strategies that aim to ensure the right people
are in the right roles at the right time, thus
contributing to the overall success and growth
of the organization.
(one of the important aspect in HR, it will give
some strategic that could be make way for the HR
set and managing their talents. It also
encompasses the wide range of activities &
initiative for ensuring what the company has the
right talent in the right position to achieve its goals
and remain competitive)
Importance of Talent Management
• Strategic Alignment (will be effectively aligned
the organization workforce w/ its business goals &
objectives, by identifying & nurturing employee w/
the right skills & capabilities, organization ensure
they have the talent, so its important that HR
should align their talent in the right position)
• Enhanced Performance (when the employees’
skill are properly match w/ their roles they are
more likely to perform at their best and will lead to
productivity of work and overall performances that
will lead in achieving the company’s objective)
• Employee Engagement (talent management
practices such as career development,
Key components of an effective talent
management strategy
motivate them in their work)
• Retention of Top Talent (could be an organization
that invest talent management better equipped to
retain top performers by providing growth
opportunities)
• Succession Planning (where talent management
will ensure the guideline of the sched employee
who are prepare to step in to as they become
available so it minimizes the destruction and
retirement)
• Innovation and Adaptability (a well manage
talent will bring diverse perspective and skills to
the organization and this diversity foster innovation
& adaptability in changing market condition &
technological advancement)
• Efficiency in Recruitment (important for the
talent management to strain line the recruitment
process and identifying internal candidate who can
be develop high role to reduce the time & cost
associate w/ external recruit)
• Cultivating Leadership (ensure continuous supply
of company leaders so its important to hone
leaders within the organization)
• Positive Employer Branding (they are the one
who is responsible making the branding for the
company should have prioritize through talent
management and positive employer brand)
• Measurable Results (important to have this so
that data will tell you how many should be hire or
what training you should have, this allow the
organization to know the impact)
• Workforce Planning (identify the current & future
workplace needed, filling the gap)
• Talent Acquisition and Recruitment (it create a
clear job description and candidate profile through
the use of job analysis you will create job
description for that position to recruit employee)
• Onboarding and Integration (program: undergo
vision & mission, offer knowledge for the
employment, help the employee to understand the
company culture, values)
• Learning and Development (offer ongoing
training & development, what would be the
specific job, provide opportunity for skilled
enhancement both technical & soft skill)
• Performance Management (establish
performance expectation of employee, feedback
on their duties & responsibility)
• Career Development and Succession Planning (it
create paths for career advancement)
Key components of an effective talent
management strategy
• Leadership Development
• Employee Engagement and Recognition
• Diversity and Inclusion
• Retention Strategies
• Talent Analytics and Data-Driven Insights
• Communication and Feedback
Recruitment and Selection
Recruitment
 o According to Edwin B. Flippo defined Sources of Recruitment
recruitment as Factors Affecting Recruitment Internal source
• “the process of searching for prospective Internal Factors - Organizations have control over • Transfer- job rotation shifting from one job to
employees and stimulating them to apply for jobs the internal factors that affect their recruitment another
in the organization” functions. • Promotion-shifting an employee to a higher
External Factors - those that cannot be controlled position
Recruiting by an organization. • Employee referrals - recommendations from
 Recruiting is the process of developing a pool current employees
of qualified applicants who are interested in Internal Factors
working for the organization and from which  Size of Organization Sources of Recruitment
the organization might reasonably select the  Recruiting Policy External source
best individual or individuals to hire for  Image of Organization • Direct recruitment (process that could be hiring
employment.  Image of Job candidate direct from open job market, ex. job
(meaning when you are recruiting, you are pulling posting)
some applicants) External Factors • Media Advertisement (use media channels to
 Demographic factors advertise such as news, magazines, online
 Labor market platforms)
 Unemployment rate • Employment Exchange (exchange of employment
 Labor laws to one place to another, ex, Toyota from PH to
 Legal considerations Toyota to KOR)
 Competitors • Management consultants (data bank) (open
maintain the data base of potential candidate with
Methods for External Recruiting specialized skills specification who match their
specific requirements)
Job Description: what are the functions, what are • Campus recruitment (involves education
the details of duties & responsibilities that the institution)
positions you are looking for • Recommendations (involves referral from
Job Specification: the qualification in terms of professional networks)
education, experiences, skills & knowledge • Third Party Manpower Provider (partner w/ third
(these two is under job analysis) party need by the organization)
Job Advertising: you advertise, use online platform
and other form of advertising Sources of Recruitment Modern technique
Job Interview & Ability Test: depend on the HR • Head Hunting - (professional org search senior
what will be the first one to conduct executives and advise co. to fill the position)
• Body shopping- training institution develops a  Selection Interview - oral examination  Placement is an important human resource
pool of HR.  Hiring Decision - final decision whether to activity
• Tele-recruitment select or reject a candidate.  Placement is the actual posting of an
employee to a specific job
Selection and Placement KINDS OF INTERVIEW  Placement decision are taken after matching
SELECTION  Preliminary interview (asses basic requirement of job with qualification of
 “Selection is the process of picking individuals qualifications, skills) candidates.
who have relevant qualifications to fill jobs in  The nondirective interview (encourage  Organization put new recruits on probation
an organization”. candidate to speak and express themselves period & closely monitored.
 The basic purpose is to choose the individual w/o specific prompting, u always ask open-
who can most successfully perform the job, ended)
from the pool (collection) of qualified  The directive or structured interview (ask
candidates. listed questions)
 The situational interview (ask how they handle
SELECTION Steps the situation or hypothetical situation)
 Reception - (a company create favorable  The behavioral interview (focuses on past
impression from stage of reception) behaviors of the experiences of the applicants)
 Screening Interview - (Preliminary interview  Stress interview (give a stressful and
cuts the cost, allow only eligible candidates to challenging conditions/situation to provoke
go through further stages) candidates to know their stress level)
 Application Blank - (brief history sheet of  Panel interview (group of interviewers)
employees background)
ERRORS IN INTERVIEWING
SELECTION Steps  The Halo effect (u project yourself to the
 Selection Tests – candidates, because you are similar to them
1. Intelligent test you recruit them)
2. Aptitude  Leniency (u did not even focus on the
3. Personality interview because of leniency, thinking na
4. Achievement Tests okay lang ‘yan)
5. Simulation test  Projection
6. Assessment centre  Stereotyping
7. Graphology test
8. Polygraph (lie detector) PLACEMENT
9. Integrity test