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The Empuls Glossary

Glossary of Human Resources Management and Employee Benefit Terms

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Talent Management Process

Talent Management is an ongoing systematic and strategic process involving an approach businesses or organizations use to identify positions and hire relevant candidates, upskilling them to match the position and successfully retaining them to achieve long-term goals. This process creates a healthy and supportive inclusive work environment, ensuring the right people at the right time possess the right skills. 

What is the talent management process?

Talent management process is a process that allows the organization to use a systematic and structured approach to attract and identify the candidates who are right for the position and hire by helping to upskill to be the right fit for the position, which certainly leads to attaining the long-term goals for the organization.

Talent management process includes explicitly:

  1. Talent acquisition
  2. Onboarding and orientation
  3. Learning and development
  4. Succession planning
  5. Employee engagement
  6. Talent analysis
  7. Employee retention
  1. Talent acquisition: The very first step towards the talent management process is identifying the right skills and competencies required for the organization's roles and attracting the suitable candidates through various recruitment strategies.
  1. Onboarding and orientation: After the candidates are hired, an onboarding and orientation process is implemented to acquaint them with the culture, specific values, and policies. This stage allows new employees to become productive and engaged.
  1. Learning and development: This stage initiates and majorly focuses on nurturing the skill set and knowledge, which takes place through coaching, mentoring, and continuing learning.
  1. Succession planning: Succession planning includes identifying and developing employees for the position and leadership within the organization, which certainly ensures the talent available to fill positions when vacancies arise.
  1. Employee engagement: Positive work environment can be built through employee engagement which fosters employee motivation, satisfaction, and commitment.
  1. Talent analysis: Talent analysis is a step where the collection and analysis of data related to the talent management process take place, which includes surveys, performance metrics, and employee engagement.
  2. Employee retention: Employee retention strategies mainly focus on creating a healthy work environment where employees feel valued and motivated towards their position and the organization, which involves offering benefits, growth, and promoting work-life balance.
Listen, recognize, award, and retain your employees with our Employee engagement software  

What is the final step in the talent management process?

The final step in the talent management process can be distinguished depending on the organization and its talent management practices. Nevertheless, Offboarding or separation is considered the final step in the talent management process.

How to improve the talent management planning process?

To improve the talent management planning process, consider the following steps:

  1. Develop a talent pipeline
  2. Engaging talent
  3. Conducting a thorough talent assessment
  4. Monitor and evaluate progress
  5. Foster a culture of continuous learning
  1. Develop a talent pipeline: Creating a strategic pipeline that ensures a steady supply of qualified candidates for key roles and positions. Such a strategic pipeline is possible with partnerships with educational institutions, recruitment efforts, and leadership development programs.
  1. Engaging talent: Providing proper support to the staff and their professional development can be considered as one of the ways to engage the employees.Having brainstorming sessions with the employees allows them to put forward their ideas or to express their views or concerns. This helps them to feel more engaged and valued.
  1. Conducting a thorough talent assessment: Assess the current talent pool within the organizations, identifying their strength, weakness, and skill gaps.
  1. Monitor and evaluate progress: An ongoing monitoring and evaluation of the effectiveness of talent management planning efforts. Consistently review employee satisfaction surveys, and assess data for performance.
  1. Foster a culture of continuous learning: This is important for any organization to encourage a continuous learning culture as it allows the employees to think out of the box and enhances their skills, mentoring and coaching them are a few ways to help employees to grow and adapt to changing business needs.

What is the importance of the talent management process?

  Talent management process plays an important part in organizations due to various reasons:

  1.  Retaining top talent
  2.  Enhanced flexibility
  3.  Fostering a capable workforce
  4.  Improves employee engagement and contentment
  5.  Management succession strategy
  1. Retaining top talent: Potential talent management helps attract effective, high-quality candidates in the organization, which includes displaying a bond employer brand and creating a positive work environment. 
  2. Enhanced flexibility: Talent management process allows the organization to narrow down and develop employee's skills and capabilities with changing business needs and environments.
  3. Fostering a capable workforce: The process ensures that the organization has the right people with the right skills at the right position. The skill gaps can be identified and implemented with the training and development programs. 
  4. Improves employee engagement and contentment: Talent management initiatives create a positive work environment that allows for fostering employee engagement and satisfaction. This helps in promoting supportive work culture, employee morale, and sincerity.
  5.  Management succession strategy: The process involves engaging potential successors for key leadership roles, ensuring a smooth transition when current leaders leave or retire.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.


eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

  • Promoters
    Employees who have responded positively or agreed.
  • Detractors
    Employees who have reacted negatively or disagreed.
  • Passives
    Employees who have stayed neutral with their responses.

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