Indore: “Talents always play a major role in growth of a business organisation and effective management of talents increases the results by multiple times. Therefore, an organisation should have a clear, targeted, and well-communicated talent strategy to achieve success. It should have fully developed and integrated talent activities aligned to desired strategic outcomes. Relationships with talent are systemic and tailored,” said corporate trainer Mukesh Vyas, while addressing a session ‘Great Place To Work For’ organised by Indore Management Association (IMA).

Facilitator of the session, Vyas is HR head at Pratibha Syntex Ltd, Pithampur with 36 years of professional experience in HR. Mukesh has also worked with L&T Power, Wockhard, Mylan, Piramal Healthcare & NTC MP in various capacities.

He started the session with explaining the impact of open economy which ultimately leading to global competition. He also touched upon the importance of Human Capital Talent strategies, which help organisation in achieving their goals through key triggers like retention, employee engagement and work force planning.

According to Vyas talent acquisition means a view of not only filling positions, but also utilisation of the candidates and their skills that come out of a rigorous recruiting process as a means to fill similar positions in the future also.

Pillars of Success

Plan & Prepare: This pillar of high-performance talent acquisition is powered by insights gained through careful analysis of organizational data – from business priorities and performance to workforce management, core HR, and talent management. May be you’ve heard this referred to as Big Data or People Analytics. Whatever you call it; high-performance organizations are keeping a constant pulse on organizational needs and adjusting talent acquisition goals accordingly. Activities in this pillar take place mostly within the Plan stage of the talent acquisition lifecycle, but also power key practices in the Source stage.

Identify & Evaluate: For many organizations, this pillar represents the bulk of activity inherent in most talent acquisition processes. Efforts to identify and evaluate talent fall within the Source and Assess stages, and include key practices like candidate relationship management (CRM), semantic and Boolean search, employee referral management, behavioural assessments, and video interviewing.

Acquire & Engage: This pillar encompasses the Hire and Onboard stages, both of which take place after a viable candidate has been found and selected. From extending and negotiating an offer to pre-boarding and new-hire socialization, the end-goal is to maintain momentum built up in the rest of the talent acquisition process in order to convert new hires into engaged employees and jettison them into a successful and lasting career within the organization.

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