Talent management s crucial for organizations because It directly influences thelr ability Cee ene eu ted Deed SRR Rd Noone ee Ce ue eee eer) Ce ete ee cad See es 2. Maximizing Employee Potentia: ‘+ Through traning, development, end carer pathing,telent management enaures ernplyeee reach tel fll potential. This not only enhances indvidual performance De te te Seo nc eS Lcd SEO ed ‘more likely to be engaged and stay with the company High retention rates reduce ‘umover coats and preserve organizational knowledge SO CU Ne en ee eC OC’ Ce ee cece ran ‘This alignment drives better business outcomes and organizational success. 5. Building a Strong Organizational Culture: ST ee Cee ttn ey See ees Gee a Cnt Decco SNe et ca Cee ee Se ete te road Deere De ‘+ Inarapdy changing business environment talent management allows Cee ere ene ead Companies can quickly adept to new challenges, technologles, and market nn Dad St See ee ere) Se teen ates 9. Improving Employee Satisfaction: ‘+ When employees fel that her tlens are recognized and thelr career asprovons ‘are supported, they are more likely tobe satisfied and motivated, This contributes to een at er a 10. Supporting Diversity and Inclusion: ‘+ Talent management strategies that prioritize diversity and inclusion help create a eee ee ec er perspectives and Ideas, leading to better decision-making and problem-solving, {in surmary, effective talent management i integral to an orgenizators success. Cee ee eee ee fae eed strategie goals enabling eustalnable gr th anda compettive edge inthe marketplace.‘The process of alert manegernent is a strategic epproach to attracting, developing, Sooo vette Lene its CO ne ee ieee By Dee at te Ce ce) Cen tat ogee So eee eC Gone tat Dette aay Ce occ Oo dent cde ea Ce Con ae aye) NN tn eae eee Including job postings, employer branding, and outreach. ed Oe eee ety Boo Lae ee Du oes ‘+ Selection Process: Implement a structured selection process that Includes screening, Interviewing, assessments, and reference checks to choose the best Cd 3. Onboarding Nee Ce eg ones Ce cred ‘+ Training: Offer inital traning to help new employees understand their roles and Cee ‘+ Integration: Facilitate a smooth integration nto the teem and organizational See ocho uated Oe EI Dn DN te te ae Se ruc TN ee ec reer) Nae LE ta Tare Beene een a Cee eR See eter ee aoe! DR cd DN eT ee ace with the organization's objectives. Nooo re ‘to assess progress and Identify areas for improvernent. + Development Plans: Create personalized development plans to help employees Cen Ca ies CaO Neon Ce ur re rewards, and opportunities for growth. See ete ge oe eae on ‘salary, benefits, bonuses, and Incentives. RSA ne os ee ore ‘wellness programs, and employes { Istence programs.wrt Dal] Deda ec cd oer Ram err ERR aC Pore Un Re © Leadership Development: Invest In the development of these high:potential Ce eeu R ee RUM CU Met CCl EEE fe OM Werle URS nek UL Gelli become vacant, ensuring continuity in leadership and operations. Reka ls Dd Ca rg oe un Ul et Wolly for departure, which can inform future retention strategies. DR UE ee he CERES Bs ity ‘an employee leaves the organization. Oe Rsr cy kU UM eC ie CORI LE Pee eee Me Cu CRU eu Roe 9. Use of Technology and Analytics HR Technology: Implement talent management software to streamline processes, from recruitment and onboarding to performance management and learning. * Data Analytics: Use data analytics to track key metrics (e.g., tumover rates, employee engagement) and make Informed decisions about talent management Pte (el BSL ee es * Monitor Outcomes: Regularly assess the effectiveness of talent management Peer FN eC Wr iL « Feedback Loop: Gather feedback from employees and managers to Identify areas lau en ula Adapt Strategies: Continuously refine talent management practices to address Coes A et Co as Se TS uC bere me ed dees Sali) strategic approach to ensure that an organization can attract, develop, and retain the Pepe bee Rae oe PU eer Ei h Fr eet bee EU LO