Chunav Dutta

Talent Management has become one of the most promising and pressing topic in organisation because of its “Variety & Mix“, as we have many generations working together simultaneously under one roof. The ongoing retirement of baby boomers, widening skill gap and rapidly changing lifestyles has also pricked management to look it more from a “Strategic Point” of view. We are living in a Knowledge economy where everything is just a Google away and with fierce competition all around the globe it is becoming more difficult to keep the Talent then to hire. Workforce demographics are evolving and so do the workplace environment. In today’s scenario every organisation is looking for a source of increase in value creation, valuable contribution a Talent can bring to the organisation. Talent Management is about managing demand, supply, and flow of talent within or outside the organisation; hence it needs an integrated approach. It starts from the recruitment moves to orientation where a Talent gets introduced to the organisation and in between its all about recognizing and addressing the constant challenge to have the right people at the right place until separation. There is a great need for “Managers & leaders” to rethink on Talent Development. Every Manager should be responsible for attracting, developing, exciting and retaining talented people. Every Manager should think people as partners for growth. Every Manager should sense that there are no low performers but not good Talent Managers. Developing happens through a series of Job-rotation, Enlargement, hot and candid assignments with dedicated coaching & mentoring. Consistency is required in identification, development, movement of talent across the organisation. One should understand the fact that not everyone needs a leader, some people dislike the idea of being led by someone and they are the ones which are the real source of increase in value creation of the organization.

For doing business worldwide, the Human element plays a significant role to achieve organizations goals. In the current pandemic period (Covid-19) the organizations are working on the principle of "Surviving and Thriving is need of Hour". For companies to sustain and gain success, they need to build a business strategy at first level and workforce strategy at the second level. Manpower planning or Workforce Planning is a bridge between the business strategy and workforce strategy. The integration of workforce strategy with a mission, further breakdown into terms of SMARTER goals and objectives of the organizations makes the purpose of the company and focus on the need of the employees. A human resource management strategy is the overall plan that leads to implementation-specific HRM functional areas. These specific HRM functional areas define TALENT in terms of knowledge, skills, and attitude to support the business and work strategy. As rightly said, "There are no short cuts for success of any organization to be the market leader", the workforce strategy needs to be talent-centric. HR leaders have to pay more attention and make a top priority for building more talent-centric teams. In the current Era of COVID -19, organizations need to build more talent-centric teams so that the skills needed to anticipate the change and the agility to make and adjust to the changes as they occur in order to meet new challenges. Building Talent centric teams should be a proactive process rather than reactive right from the planning stage of human resources. To Conclude, its shall be a pensive process to attract, develop, maintain, and retain the talent in alignment with workforce strategy.