What does Talent Management mean?

Talent management is an organisation’s commitment to hire the most suitable candidate for a vacant position by employing a systematic process. The whole task involves honing the skills of the candidate and making full use of his expertise and retaining him for achieving long term business goals.

Processes involved in Talent Management:


Planning is the key to carrying out any work in an organized manner. When it comes to talent management it becomes important to chart out clear job descriptions which would help in filtering out the potentials of the candidate who can best fit into the organisation’s culture.


The second step is to decide whether the source of recruitment should be internal or external and whether the recruitment process would be online or offline.


Selection of the best candidate is a critical part of talent management. Based on the nature of the job, prior selection conditions/ criteria should be formulated for the ease of recruitment.


This stage involves the employee’s gearing up for the organisation and profile. Effective employee onboarding and ongoing training and development opportunities need to be provided as it will reflect both the employee’s and the organization’s needs.  On-going coaching, mentoring, and feedback can help the employee to nurture his talents.


For retaining the employee and his invaluable services, the organisation needs to keep in mind the interests of the employee also. Promotional and career development opportunities can be extended. Effective compensation and recognition systems can be designed so as to reward them for their contributions.



  • Maintaining individual identity.
  • Recognising and rewarding the hard work of the employees can help boost their confidence and encourage them to put in more efforts for the achievement of targets.
  • Succession planning can be done so that crucial top positions can be filled in as soon some vacancy arises. Having a talent pipeline which ensures succession planning is a key component of this.
  • Providing opportunities to all can help enhance the leadership skills of the employees.
  • Flexible role designing would help the employee in adapting to the organisation’s work culture and would also keep him occupied.
  • Job rotation is one option that can be put to action for making the work culture more challenging and active. It would also help in eradicating any traces of monotony from work.
  • Training and development related to the work provide the employees a platform for upgrading their skills.
  • Relationship management helps in maintaining a positive work environment that accentuates the easy flow of ideas and suggestions.
  • Regular feedbacks should be taken from the employees so that they feel valued and their contribution can help in improvisations.
  • Exit interviews should be held so as to understand why a valued employee has decided to leave the organization. The reasons might provide a scope for improving the work conditions.


Creating a talent strategy is not a cake walk – but if done correctly, it can be very awarding. If you are in the process of choosing the most appropriate talent management programme devised according to your organisation then Reddsand would prove to be a great choice. Flexible and dynamic talent management strategies can be chalked out for increasing your organisation’s results.