SOME TIPS FOR GOOD TALENT MANAGEMENT

Microsoft that for 11 years has a human resources policy based on a program of work flexibility pioneer in Spain, favoring mobility and balance, look for "passionate integrated into the digital world and professional technology, ie users real. Therefore, although we use different channels to publicize our selection process, social networks have become important "as Blanca Gomez, Director of HR at Microsoft explains.

Meanwhile, another major firms operating in Spain, Cisco says that to attract and retain talent, has programs such as internal mobility plan to promote career development, Cisco Talent Conection; and annual talent identification programs through customized development plans; and annual calls to encourage young talent, Graduates Program.

CURRENT USE OF TALENT MANAGEMENT

The term " talent management " means different things to different organizations. For some it is managing individuals of high - value or "very able , " while for others , it is how the overall talent is managed - that is working under the assumption that everyone has some talent that needs to be identified and released . From the perspective of talent management , performance appraisals deal with two important issues: performance and potencial.5 Current performance of the employee adhered to a specific job has always been the standard tool that measures the productivity of an employee . However, talent management also seeks to focus on the potential employee , which means future performance if proper skill development is encouraged.

The main aspects of talent management within an organization should always include : 5

· Performance management

· Leadership development

· The planning of human resources / identify talent gaps

· Recruitment

This term talent management is usually associated with human resources practices based on competency management . Decisions of talent management is often based on a set of key organizational competencies and skills inherent in the position . The system powers may include knowledge, skills, experience and personal traits ( demonstrated through defined behaviors) . Oldest competency models also included qualities that rarely predict success (eg , education , age , and diversity factors that are today considered discriminatory or unethical within organizations).

HISTORY

Talent management is a process that emerged in the 90s and continues to take for companies who realize what drives the success of your business is the talent and skills of their employees. Companies that have put into practice talent management have done to solve the problem of employee retention . The issue is that many organizations today, make a huge effort to attract employees to their company, but spend little time in the retention and development. A system of talent management to business strategy requires incorporated and implemented in daily processes throughout the company. Can not be left only the HR department 's work to attract and retain employees , but it must be practiced at all levels of the organization. The business strategy should include the responsibility of managers and supervisors develop the immediate subordinates. The divisions within the company should openly share information with other departments for employees to achieve knowledge of the organization's objectives as a whole. Companies that focus on developing their talent integrate plans and processes to monitor and manage talent using the following:

• Finding, attracting and recruiting qualified candidates with competitive training 
• Managing and defining competitive salaries 
• Provide training and development opportunities 
• Establish processes to manage performance 
• Please place retention programs 
• Managing promotions and transfers

WHICH IS TALENT MANAGEMENT?

Talent management refers to the process that develops and incorporates new members into the workforce, and also develops and retains an existing human resource. Talent Management basically seeks to highlight those with high potential, defined as talent within their workplace. The term was coined by David Watkins of Softscape published in an article in 1998. The process of attracting and retaining productive employees has become increasingly competitive among companies and also has strategic importance than many believe. It has grown into a "war for talent" and even at a stage where business competition is very tough. Why not be the best if we can be.