Unit-III Talent Management

By- Atul Raghuvanshi

Importance of Recruitment
• Finding quality candidates
• Training time and money can be saved with proper
selection
• Potential legal ramifications can be reduced
• Ensures transparency in the hiring process
• Paves the way for merit-based hires
• Provides consistency
• Lends credibility to an organization
Sources of Recruitment
• Internal talent
• Employee referrals
• Past employees
• Job boards and websites
• Placement drives
• Job fairs
• Social media platforms
• Media promotions
• Recruitment agencies
• Company website
Assessment Centres
• An assessment center is a method that many
organizations use to identify management potential
and determine candidate's suitability for higher
functional positions.
• The process is done under standardized conditions
and puts candidates through a combination of group
and individual exercises which simulate the conditions
of a given job.
Assessment Centres
• The assessors judge candidate’s behavior which
can then serve as the basis for valuable
predictions of a candidate’s potential.
Benefits of Assessment Centres
• They focus more on measuring job-related behaviors
and skills.
• They have a potential to measure broader range of
skills and knowledge than traditional tests and
interviews.
• They are standardized and provide equal treatment in
candidate assessment.
Benefits of Assessment Centres
• They provide no discrimination of any kind regardless
of gender, race or age.
• They are a great learning opportunity for both the
candidate and the assessor.
• They rate candidates more accurately.
Selection Errors
• Subjectivity over Objectivity
• Making Hasty Decisions
• Accountability for selection errors
• Lack of good information on candidates
• Untrained Management
• Wrong people doing the hiring
Selection Errors
• Halo and Horn Effect
• Central Tendency
• Limited Knowledge of Selector
• Personal Bias
• Management’s Orientation/Pressure
• Regional Biases
• Stereotypes
• Recency
Halo and Horn Effect
Minimizing Selection Errors
• Halo and Horn Effect
• Central Tendency
• Limited Knowledge of Selector
• Personal Bias
• Management’s Orientation/Pressure
• Regional Biases
• Stereotypes
• Recency
What makes a good test?
• An employment test is considered "good" if the
following can be said about it:
• The test measures what it claims to measure
consistently or reliably.
• This means that if a person were to take the test
again, the person would get a similar test score.
What makes a good test?
• By using the test, more effective employment
decisions can be made about individuals. For
example, an arithmetic test may help you to
select qualified workers for a job that requires
knowledge of arithmetic operations.
• The degree to which a test has these qualities is
indicated by two technical properties-
reliability and validity.
Reliablity of a Test
• Refers to how dependably or consistently a test
measures a characteristic.
• If a person takes the test again, will he or she get a
similar test score, or a much different score?
• A test that yields similar scores for a person who
repeats the test is said to measure a characteristic
reliably.
Reliability of a Test
Training Need Analysis
• A training needs analysis (TNA), also known as a
training needs assessment, is a process that
organizations use to determine the gap between the
current and desired knowledge, skills, and abilities of
employees.
• The information you gather during a training needs
analysis helps you get a bird’s eye view of your
company and determine which areas of learning and
development you need to focus on in order to improve
overall performance.
Why do we need TNA?
• To identify gaps
• To Consolidate organizational plans
• To get creative
• To ensure high performance
• To increase organizational efficiency