Talent Management is still an aloof term for many organizations. Its growing importance is yet to find place in most of the Indian organizations. They do have components of it but does not contain all the elements of a talent management process in its entirety. Now to explore what constitutes "talent management", a term that was coined in McKinney & Company, really varies from organizations to organizations.
Talent management process in TTS Elaborating from here, the organization chosen to examine the topic under discussion is Data Televises Ltd.Incorporated in the year 2002, since the acquisition of Hughes Tell. Com (India) Ltd and later renamed Data Televises (Maharajah's) Limited by the Data Group, stands tall today and does not need much introduction. It launched mobile operations in January 2005 under the brand name Data Indigo and today enjoys a pan-India presence with operations in all of Indian's 22 telecoms Circles. The organization did not become what it is today from the day it came into existence.
Efforts directed towards attracting and managing a strong workforce is what got them where they are today.It thrives for a workforce that gives hem a competitive advantage and an edge over other competitors. Data Televises has invested in maintaining a healthy workforce from its inception in the year 2002 and has followed a chain of activities that help them foster its talent management process. Recruitment Data Televises, which operates under its umbrella company, Data group has a strong corporate identity.
In its recruitment process, the first and foremost objective kept in mind is to select people who are in line with the existing culture.One must understand that to retain an employee, who is of a bigger concern today, it is important to have this fit between the company and its employees. So this is the first step Data takes in managing its talent. Coming to the actual process, which leads to acquisition of talent for the company is recruitment. For recruitment, the organization's opinion of an ideal employee is one who is diligent, passionate about his responsibilities and the company's goals and high on integrity. The employee must have an aspiration to learn and be a stable individual.
To meet its stringent specifications, from an array of sources, its most preferred method for recruiting employees is its internal searches, commonly called Internal Job Posting (UP) or External Job Posting (JP), which yields up to 60% of their requirements. Job Portals stand next, for which they have a highly qualified HER team that very diligently hunts talent for specific roles. Selection The above process filters a list of talents, which are then carefully interviewed by managers depending on the posts they are filling in.The levels of interview rounds as well as ten composition AT ten Interview panel paean on ten Dana Tanat teeny are contesting for.
They have very strict requirements for selection as emphasis lay on ending employees that will best fit in the corporate strategy. Also they create Job roles that not Just excite and challenge employees but also give them a sense of determination in terms of creating value for the organization and customers. Employee Engagement Once the above steps are taken care of, employees become a part of the family.It is here where Data goes a long way to make them feel a part of them from their first day of work.
As their induction programmer, they have something called the 'e Pulse' which is an IT enabled Employee Engagement Tool for effectively managing and imaging a newly Joined employee in the company. It aims to bring more transparency in managing the expectations and aspirations of new entrants in the organization. Apart from this they follow the Gallup Model of Employee Engagement. Giving a sense of belongingness is very essential to retain talent and it does so in a variety of ways.Training and Development The next step it takes to nourish its workforce is to impart training and development as an everyday function.
Various forms of learning methods are employed to enable employees in delivering superior performance. As we know, most organizations or rainier tend to ignore the ROI aspect, but here this aspect is kept in mind even before holding any training session. For the purpose of evaluating and measuring the effectiveness of the training sessions, Data follows the Jack Philip Model.Also the organization has a training calendar, which is published every month that takes into account the supervisors as well as the employees nominations on any such area that they are interested in and would like to gain knowledge on. Training is identified from MS, supervisors, employee's suggestions etc.
Any training session that takes place starts with a safety pledge. The content of the training sessions are customized for all sessions. Data has a 7-member team at the corporate level, where they continuously develop the training matter.Performance Management The organization follows a 360-degree Performance Appraisal, which gives all the employees a chance to know exactly why their ratings are where they are.
The HER team is responsible for ensuring that the grading falls in a bell curve for which a committee is formed which constitutes of the following members- HER Head, COO, Circle Leadership Team Members. This process of measuring performance has a roper feedback system where the appraiser discusses with the appraise his strengths and weaknesses and areas that can be worked on for improvement.Performance Appraisal is done half yearly for the support functions which include HER, Finance, Marketing, Commercial, Network etc. And for the Sales employees it is done quarterly. Remuneration and Compensation A handsome compensation plan keeps the employees all the more committed and faithful.
This is directly linked with its aim of retaining the employees with high aspirations and skillets. Remuneration and compensation includes salaries, rewards, Detentes Ana recognition Tort outstanding work. Every Mont a Reward Ana Recognition ceremony is held where employees are rewarded handsomely.This creates a sense of belongingness through various initiatives, which go a long way in the retention of their employees. Retention In order to address the challenge of the dynamic work environment, the organizational culture and talent management practices ensure that individual aspirations are addressed through a framework of meritocracy.
It focuses on retention as an outcome of three HER focus areas - employee motivation, career growth and remuneration and compensation. Employees are more likely to stay within an organization if they believe the prospects are good for longer-term career and leadership development.Career growth entails new opportunities, continued learning, regular growth and all-round professional development Data is one of those companies where the top management treats the issue of leadership development as a top priority. Succession Planning Data is well prepared to face situations like when "Joe gets hit by a bus".
It identifies doting potential to use them as and when needed. Its environment is forever fostering a milieu for leadership development too. Such shortlist people are identified based on their analytical thinking skills and innovation when faced by challenging times.This is done to be able to best replace the leaders that leave. It also focuses on personalized career plans for the senior level employees.
Legal Compliance Lastly and most importantly, Data has always managed to stay in the list of companies where business ethics adherence is talked about. The image of an organization also adds in the ability to attract and retain best talent. It thrives to meet legal compliances and handles employee grievances well. Conclusion To conclude, talent management acts as the main link in supporting an organization.
If any of the links fail, the whole chain fails, causing an organization to fail in meeting its goals. Success begins with leadership. If leadership doesn't drive this down, middle management is doomed to fail. S. Abracadabra (Raja), who is the executive president for human resources at Data Televises Limited (TTL) ensures that the chain is not broken. He oversees all the people practices and processes in the company.
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