Book free demo

7 Processes of Talent Management

7 Processes of Talent Management


Recruitment is the starting point of talent management, as it determines how a company selects capable and vibrant persons to fill in their ranks. An effective type not only identifies the qualities of a post but also links them with business strategy. For example, a software company might decide that it needs more software developers who understand machine learning to improve AI. As a result, they will post vacant positions in tech recruitment forums like LinkedIn, Stack Overflow, or GitHub to reach a more skilled and targeted pool of audience.

Job Posting and Initial Screening

First, it is important to develop an attractive job posting. It is necessary to highlight the minimal requirements of the job, the company’s culture, and why the company is good for the job. For example, a New York-based marketing agency often says that they offer tremendous opportunities for creative growth, competitive salaries, and a comprehensive benefits package in their job postings. Furthermore, it will help more people to see the job. Even if they call one hundred people, no less number of them will give a refusal.

Moreover, the initial screening of applicants typically involves reviewing resumes and cover letters. It is also advisable to focus on high and specific experiences. In addition, some companies automatically scan the documents to see if they have a particular word related to the jobs. For example, if the company is looking for a project manager, they will review the resume to see if the terms such as’ project management’, `team leader,’ and ‘oversee budget’ are contained.

Interviews and Assessments

The interview may come in various forms, either in a one-on-one, panel, or group form. With the expanded window of remote work following COVID-19, tools like Zoom and Google Meet would also be utilized. The substantive questions asked are also behavioral questions that seek to involve the participant on previous experiences with particular contexts and how they had handled them.

Technical assessments are frequently done for any position during the hiring process that needs rare talents. For example, a software development company seeks their recruits to code or resolve programming mysteries that are relevant to their work. This too can put me off from a candidate we might assess. That implies that the decision-makers are usually the Hiring Manager, additional team members, and the Director of Human Resources. They will select the candidate that appears to be most qualified for both the post and the organization.


Having successfully completed the recruitment process, the HR management system now focuses on creating a functioning, productive, and satisfied workforce. Employment is much more than just hiring personnel – it refers to benefits administration, work performance, and labor laws compliance. A streamlined employment system is not only compliant with all laws and regulations but also ensures that employees remain satisfied with their work.

Employee Onboarding and Integration

The first step in the employment system is effective onboarding and integration, which introduces the newly hired employee to the place of work. A well-executed onboarding system is comprehensive and welcoming while making the new hire appreciate their value to the company . For example, Google assigns a “buddy” to the new employee, a role that is to be performed by a seasoned expert of the company . Because of this system, new Google employees became productive 25% faster. Oftentimes, this is executed as a set of training sessions aimed at familiarizing new employees with company procedures and culture. The onboarding process also typically includes such additional procedures like the employee’s work station preparedness, its software setup, team introduction, and others.

Continuous Learning and Development

The second system developed within the bounds of employment is continuous learning and development. To keep the workforce in line with current industry advancements and technological progress, training is essential. For example, Amazon boasts of having some of the most robust employee benefits, training programs, and even tuition reimbursement for coursework relevant to the worker’s current position . Frequent training can be performed in the form of seminars, workshops, e-learning training courses, and even conferences. Not only do these actions educate the workforce, but they also inspire them and foster employees’ attachment to the company. Performance Management

The third system within employment is performance management, a continuous process that includes setting employee goals, tracking progress, and providing feedback . Good performance management also takes the time to appreciate employee achievements. Many companies utilize performance management software that allows employees and supervisors to track their progress and assess performance; this helps keep feedback timely and based on recent information.


Development is a pivotal action in the talent management process as it promotes not only employees’ readiness for current position requirements but also ensures that they are sufficiently prepared for future challenges and opportunities. Development programs are geared towards skill improvement, innovation encouragement, and career advance, which is generally presumed to result in positive organizational performance outcomes.

Tailored training programs

Specific training programs contribute to employees’ skills development and career growth. For instance, AT&T employs thousands of people in its labor force and runs an extensive training facility known as AT&T University . This institution offers a range of tailor-made training covering a variety of aspects aimed at personal growth and career development. It focuses on new technologies, new leadership, directors’ growth, and other directions thought to be loyal to the employees’ personal careers and synergy with the company’s corporate strategy. Additionally, training initiatives may involve cross-functional projects that allow employees to work on different teams and familiarize themselves with other parts of the business. Such interactions not only expand a person’s experience but also enrich their understanding of the business as a complex functioning system .

Leadership Programs

Talent management implies that sufficient quantity of skilled employees is accumulated and could provide efficient quality of functioning of the organization’s operational personnel. However, it is also necessary to ensure that a sufficient number of employees with leadership potential are produced. General Electric is famous for its leadership programs, which include segments in different businesses and special training courses accompanied by extensive mentoring. Furthermore, employees assigned to leadership programs may engage in workshops, participate in industry conferences, and observe the work of the company’s top managers . For instance, they might shadow a leader when he or she deals with supply chains or lead a small project concerning a company’s event. These activities provide practical learning opportunities and allow instilling the company’s philosophy in the leaders.


Employee participation is an integral part of talent management. There are various areas where participation can outline employees at the company. The former helps contribute to their enthusiasm and committals to the organization’s goals. Noteworthy, participation may have a variety of forms, with some of them being less apparent. Let us consider the examples.

Decision Making

An outstanding example of such participation is the involvement in decision -making. Workers may participate in this process directly, helping the company develop new and improve old products. An excellent example of such a policy is Google’s notorious rule for workers to spend 20% of their time on projects they consider most important for the firm. The approach helps sustain the climate in the company and provides the opportunity for employees to take ownership of the future success.

More traditionally, companies hold town halls with senior executives every month. Workers can ask questions, suggest ways of development and improvements, express worries and any other concerns. Transparency is key to success here.

Innovation and Improvement Programs

Additional areas of employment participation count the involvement in innovation. 3M is a well -known example of innovation-friendly culture at the company. Employees are empowered to experiment and generate ideas and can benefit from a range of corporation-owned places, hubs, and funds supporting innovative projects.

Workers participation employment -induced programs can thus consider “intrapreneurial work” for employees in the form of hackathons, workshops, and internal competition. The latter is a way to motivate workers and get closer to daily routine issues.

Committees and Task Forces

In more traditional positions, workers may take part in task forces and committees working on issues varying from workplace discipline to organizing the community work of the firm. For instance, a green committee may be formed in many companies, running an office building. Company workers of various departments may be involved in recycling, striving for the reduction of waste or energy consumption.

Employee Resource Groups 

Employee resource groups help promote a professional, inclusive workplace. They help achieve better results in the company for employees and also help them develop their career and become more culturally aware. For instance, many inter. top companies arrange women or black employee resource groups supporting members and advising companies on diversity initiatives.

These examples demonstrate the range of employment participation areas, strategic planning, coding, and even cook -offs.


Performance management is about managing performance of an employee to ensure that their achievements are in tune with organizational goals. Effective performance management ensures that employees not only work effectively, but also motivates them, thereby enhancing company’s overall performance by ensuring maximal impact of individual employees. Its central requirements are setting clear expectations, monitoring performance and providing feedback. Performance management is important for both employee development and organization’s growth.

Setting metrics for performance

There are various performance metrics that can be used to evaluate success of an employee in achieving organizational goals. For example, sales team at Salesforce can use a range of metrics, such as whether they reached revenue target, retained certain percentage of customers, or acquired a certain number of new customers . Such metrics are communicated at the beginning of the fiscal year and at quarterly reviews to ascertain that all the success-factors and their interaction are correlated with long-term business plan. The correct evaluation of factors which presupposes a degree of success highly contributes to understanding for employees and their confidence in this assessment is correct . Metrics set should have an acronym SMART, so they must be Specific, Measurable, Achievable, Relevant, and Time-bound. This ensures that employees know what is expected of them and understand how much they are assessed.

Regular performance reviews and feedback

Regular feedback is essential to ensure that employees perform and improve. Leading companies are taking a position that annual performance reviews once a year should be obsolete and central lessons learned from the case of Adobe are generalizable . Ideally, companies would schedule face to face feedback sessions on similar or smaller time scales to enable real-time facilitating of learning and development. Constructive session format is thought through with the aim for employees to ace it. Tools for it involve encouragement to keep doing what is going well and fix what is not .

Performance improvement plans

Structured Performance Improvement Plan is typically implemented when an employee doesn’t reach their targets. It is created by the manager who starts the plan and gets to overview it after a month. Managers should sit with whoever is not performing to explain expected work delivery or working conditions and discuss solutions. An example provided is an employee not delivering their project on time. Minicomes of the project were agreed on to be benchmarked and the deadlines were set accordingly with the mentor overlooking them . Plan is done to help employees, not with the intention to get them fired.

Technologies used

Modern HR technologies are central to successful performance management. Performance management software helps track performance, manage goals and give feedback in real-time. Tools provide performance history for reference, and allow tracking of goals, making changes to them. For example, Workday and SAP SuccessFactors provide analytics for managers to see performance trends and insights, informing decisions to drive organization and employee growth in the right direction .


The approval process is a critical part of talent management that ensures all recruitment and development activities are in line with the organization’s goals and within budget. As such, approval is multi-faceted and can range from signed paperwork by immediate supervisors to prolonged discussions with top management. Each stage of the approval process is put in place to ensure that strategic consistency and financial discipline are maintained.

Recruitment Approval

The most straightforward part of the approval process, gaining approval for a hire, ensures that recruitment is in accordance to the company’s needs and is within budget. For example, if a tech company like Apple decides that it needs to hire twenty software engineers for a top-secret new project, the hiring manager would need to put together an approval document. In it, she would detail what the new employees can accomplish, why they are needed now, what projects will be affected if they are not employed, and how much they will all be compensated . These documents go on to be revised by all levels of management, ensuring that each potential new hire is necessary.

Development Initiatives Approval

Similarly, if a department decides that it needs to get a new training program or a learning management system, approval needs to be provided. By doing so, the organization can be assured that the investment is likely to yield a return, such as improved performance, higher job satisfaction, and retention rates. For example, if the marketing department needs a program to increase its team’s digital skill set, the proposal can include what vendors to use, how much each cost, what results are anticipated in what timeline. Such a document can then be modified to fit the organization’s strategy and accepted by top management.

Financial and Strategic Oversight

Approval, then, ensures financial oversight as it provides the budget for the HR department and prevents any one department from overstepping it. Moreover, approval helps to ensure that HR sees a high return on all investments within talent management. In order to spend money on, for example, a company-wide leadership development retreat, HR would need to present a business case. They might argue that leadership training results in better executives, lower attrition rates, and bettering team metrics. Moreover, the new executives might help to stop their department from extending budget in the future. Finally, approval ensures that all functions of talent management are in accordance with the company’s strategy. This allows for top management to review and approve major HR initiatives that have the potential to conflict with the company’s long-term vision. For example, leadership might need to sign off on bettering a mid-range management team because the company’s future plans for expansion into new markets are reliant on it.


Talent Management Planning

Talent management planning is the initial stage of the talent management process when company executives formulate their business goals and develop appropriate HR strategies to achieve these goals. Planning in the context of talent management implies the development of clear objectives for attracting, developing, and retaining employees in the company. Workforce planning plays a critical role because it drives all other activities related to managing human resources and ensures that they are purposeful and consistent with the company’s strategy .

Strategic Workforce Planning

Strategic workforce planning involves a forecast of the organization’s future needs for talent and the development of methods and tools to meet those needs. For example, a technological company plans to develop in the direction of artificial intelligence and set the task of hiring specialists in the field of AI and data science over the next 3 years. The workforce planning for this request will take into account the rates of business development of various units, the impact of innovations, and the increase in IT skills of other employees, as well as the state of the labor market in which the enterprise operates. Thanks to such a forecast, the company will have specialists in the right quantity in time.

Align Business and Talent Planning

An optimal HR strategy benefits the company and helps achieve long-term goals when initiatives aimed at attracting and developing talent arms are consistent with the organization’s strategic plans. For example, a cliometrics restaurant chain, if planning to increase the company’s market share at the expense of launching new services, should engage its workforce to develop new services. Such efforts should result in hiring and training people able to create novelties and breakthroughs in the restaurant business.

Budgeting of Talent Management

The third critical step in the planning stage is budgeting. The HR strategy formed in the process of planning involves serious financial investments. The budget for attracting, developing, and retaining employees of the organization includes recruitment, training, severance pay, motivation, and retention costs. For, instance, a corporation that focuses on developing future leaders released a budget for the implementation of a global leadership-competence building program. The amount was used to cover the costs of the creation of training materials, to invite external consultants and pay for their work, to purchase tickets to travel to other company offices in foreign countries. A certain part of the budget could have been spent on renting facilities where training took place. A well-designed budget involves financial investments that do not harm other areas of the company’s presence, which need financial projects the same as HR.

Table of Contents

Fast AI Transcription

Transcription conversation to text & and get real-time insights