NAME

ROLL NO.
SUBJECT NAME &
SUBJECT CODE
BOOK ID

AFREEN
1402004834
MU0017 TALENT
MANAGEMENT &
EMPLOYEE RETENTION
B1869

QUES 1- Explain the key elements of Talent

Management System.
ANS 1-

TALENT MANAGEMENT SYSYTEM

Definition: Talent management includes a range of

interdependent processes and procedures that
need to be properly integrated. The most effective
talent management processes are organization-specific
and react to an organization distinctive business and
human capital framework.
KEY ELEMENTS OF TALENT MANAGEMENT SYSTEM
Recruitment and Selection: Recruitment is the process
of finding and hiring the best-qualified candidate for a job
opening, in a timely and cost effective manner.
Recruitment and retention have become a big challenge
for organizations due to the continuing global talent
shortage, the changing worldview of work by new
generation employees entering the workforce, and the
ever increasing evidence that poor recruitment decisions
have a direct impact on the bottom line.
Induction: Induction is the process of formal entry of the
selected candidates into the organization and preparing
them for their new role. Employers should not assume
that new hires can cover for themselves, and will only

need brief introductions and a chunk of corporate

information to get them started.
Training: Training is a way to develop new and existing
employees knowledge, skills and competencies by
bringing the employees to an agreed standard of
proficiency through various methods such as teaching,
instructions, facilitating practices and exercises. An
effective, useful and timely training experience not only
offers progressing development chances that support the
individual in the role, but also helps the organization in
achieving its broader objectives.
Capability development: Customized improvement
opportunities for key talent are seen as an essential
component for motivation and retention of employees. In
the present scenario, developing the current employees is
more cost effective and efficient means of managing
talent rather than recruiting new people and using vital
resources on their training. Career development has a
major impact also on job satisfaction. .
Performance: A performance management system
increases the productivity and confidence in an
organization, if planned and implemented effectively.
Retention and succession: Retention is the measure
taken to encourage the employees to remain in the
organization for longer period of time. Talent retention is
necessary to good quality, customer satisfaction and
operational efficiency.
Succession helps an organization to ensure that
employees are hired and trained to fill each key position
within the organization. It is evident that organizations

with high quality strategic improvement programs and

succession management programs have greater business
results
Other key elements of talent management are:

Accountability
Rewards and metrics
Balanced metrics
Recognition of the business cycle
Truly global
Focus on service
Anticipation

QUES 2- Define Talent Management. Discuss Talent

Management Approaches.
ANS 2-

TALENT MANAGEMENT

Definition: Talent management is defined as a

conscious and systematic approach taken up to
attract, identify, develop and retain productive and
engaged employees with aptitude and abilities to
meet current and future organizational needs by
fulfilling the business/operation critical roles.
The goal of talent management is to create a high
performance, sustainable organization that meets its
strategic and operational goals and objectives.
Talent management offers a number of advantages such
as employee engagement, retention, adhering to
strategic goals in order to identify the future leadership of
the organization, increased productivity etc.

TALENT MANAGEMENT APPROACHES

a)
Applicant tracking: Organizations employing
large numbers of workers face distinctive hiring
challenges. Accepting applications, interviewing,
recruiting, and retaining hundreds or thousands of
new recruits can result in confusion, missed
opportunities, huge consumption of time, effort and
money.

 Application tracking enables managers to review and

recruit the right candidates quickly and efficiently.
Applicant tracking solutions are user friendly, require
less training and do not require expensive hardware
or software.
b)
Assessments: When there is a mismatch
between an employee's job responsibilities and their
natural talent, they suffer from anxiety and stress
that can lead to organizational problems and
employee behavioral problems.
Assessments will help make the right hiring decisions
and place the right people in the right positions,
which will lead to increased productivity, reduced
stress, less tension, decreased clash of interest and a
positive impact on your bottom levels.
c)Employee career development: One of the major
challenges encountered in organizations is the
strategic personal development of their human
resource in order to ensure effective use of their
talent.
In order to efficiently manage this crucial resource,
organizations must identify their issues and then
implement training and employee development
procedure for improvement.
Employee Career Development strategies ensure
that the employees improve, in the areas in which
they need further development.
Organizations should allow the employees to develop
and manage their career paths and calibrate them
with organizational strategy, and identify highly
talented and productive employees who can replace
the key executives.

d)
Learning management: Organizations use
learning management as an aggressive strategy and
a measurable impact on employee performance.
The learning management solutions help the
organizations in reducing the time and effort on
training, in increasing the effectiveness of training, in
enhancing performance over time and in increasing
the profit on investment they make in training.
Learning management programs enable
organizations to manage the professional aspects of
learning such as recruiting, class employment etc.
QUES 3- What are the responsibilities undertaken
by an HR to ensure compliance to regulations?
Explain the steps involved in ensuring safe work
environments.
ANS 3Responsibilities of an HR to ensure compliance to
regulations
To ensure compliance to regulations, the HR must:
Have the right skills and experience to support the
compliance process.
Be updated with all the laws as the laws change
constantly, and communicate the same to all the
employees.
Create manuals on HR policy, regularly update it, and
get it reviewed by the lawyer before implementing it.
Train managers and review the policy with each
manager, as they interact regularly with the
employees. They must also ensure that the
managers adhere to the policies and be role models
for other employees.

 Train employees, bring awareness among the

employees on the issues like sexual harassment, and
update employees about the new policies.
Listen to all the employees when they come with an
issue. This helps the HR to know the cause for the
compliance risk, mange those risks, and bring it to
the notice of other employees of the organization.
Provide feedback to ensure employees meet the
expectation. HR must also provide employees an
opportunity to correct their mistakes.
Document all the policies, key decisions, and
employee evaluation. A copy of the policy must be
given to every employee. The failure to document
can leave the HR prone to non-compliance claims.
Steps involved in ensuring safe work environments
Every employee in an organization that is, from
supervisor to workers has a right for safe and healthy
workplace.
The HR managers must develop safety Talent
programs, policies, and a clear workable plan for
having a safe workplace.
The safety programs like seasonal vaccinations and
training the employee in handling emergency
situations must be carried out.
The management must train employees on safety
issues by conducting safety programs. This helps in
bringing in accountability and compliance.
The best way to bring about seriousness among
employees with regard to safety issues is to involve
them in safety committees, make them part of safety
inspection, set goals and so on. Doing this helps the

employee feel free to communicate these safety

issues to their colleagues and others in the
organization.
Ensuring safety at workplace also involves:
Diversity management: This involves managing
diversity issues like gender, nationality, racism etc.
Dealing with drugs in the workplace: It is the
responsibility of the HR to ensure drug-free
workplace by implementing drug free policy.
Ergonomics for employee safety: The employees
can be trained to use ergonomics in order to
overcome work pressure and work safety.
Dealing with HIV/AIDS in the workplace: This is
to encourage people to support individuals suffering
from HIV/AIDS. It also involves fighting and
prevention against HIV/AIDS.
Preventing violence in the workplace
Supporting spirituality in the workplace
QUES 4- What do you mean by Total Rewards?
Discuss the elements of Total Rewards.
ANS 4TOTAL REWARDS
Definition: All the tools available to the employer
that may be used to attract, motivate and retain
employees can be termed as Total Rewards.
Total rewards include everything the employees perceive
to be of value resulting from the employment
relationship.
The general elements of total rewards include:
Salary
Bonuses

 Stock options or participation in the equity of the

organization.
Examples of such rewards are developing skill, putting
into practice ones ideas.
ELEMENTS OF TOTAL REWARDS
a) Compensation: Providing monetary value in return
from the work performed is known as compensation. Job
performance and job satisfaction can be improved by
providing compensation.
The business needs, goals and available resources
are factors that govern compensation plans.
Compensation may be used to:
Recruit and retain qualified employees
Increase and maintain morale/satisfaction.
Achieve internal and external equity.
b) Benefits: Benefits provided by the organization can
be either due to legal compliance or other benefits which
the company is willing to provide to the employees
though not mandated by law.
Benefits such as hazard pay, Health Care, Maternity,
Paternity and Adoption Leave etc. are benefits
provided by employers to employees in order to
retain them within the organization.
Facilities such as minimum wage, overtime, leave
under Family Medical Act, unemployment and
workers compensation and disability are enjoyed by
employee since they are made mandatory by law.
c) Work-life: Attracting, recruiting, motivating, and
methods employed to retain the workforce determine the
success of an organization.
Organizations need to be really flexible in order to
retain and develop the workforce and so as to enjoy

their commitment and loyalty towards the

organization.
Organizations need to constantly work on improving
the quality of work life of the employees.
d) Performance and recognition: Recognition for
performance is an integral and important component of
the total rewards portfolio and provides a high return on
investment.
Awards directly associated with performance further
motivate individuals to perform better.
These are able to reinforce desired behavior among
employees.
e) Development and career opportunities: Career
opportunities can be defined as providing employees an
opportunity to grow, especially to those employees who
deliver performance.
Development could be in terms of a promotion,
increase in pay, acquiring higher skills and
opportunity to avail certain exclusive perks.
Factors that need to be considered are the people
involved, their ambitions, generating roles in
accordance with their potential, and creating job
positions to satisfy the growth and development
ambition of employees.
QUES 5- Explain the organizational issues
pertaining to Talent Management.
ANS 5- Organizational issues pertaining to talent
management could arise because of focus and fit.
(i) Focus: The different types of focus are:
Step by step focus: In this, managers look for
employees with potential to take one step ahead in
their career. Talent management needs to have a

proactive approach to both skill enhancement and

career progress.
Leadership focus: The leadership focus of talent
management function is to produce future leaders.
Organizations need to work on the required talent to
equip employees to become future leaders.
Functional level or workforce level focus: Talent
management can be associated with the recruiting
and training of functional or professional groups. This
is what the functional or workforce level focus
stresses on.
Specific critical posts: The specific critical focus of
talent management brings about the role of talent
management in filling individual posts that are
difficult to be filled in and are a risk to business.
(ii) Fit: There are several dimensions to getting the fit
right. These include:
Fit to focus: This answers the question how will
the process achieve the strategic objectives? Fit to
focus is associated with involving both senior
managers and the workforce for the talent
management program. Linking the talent
management program with the strategy ensures that
the program is never static and remains future
oriented and helps to measure employee
development.
Fit to culture: This answers the question will the
process reflect the organization's values, purpose,
and underpinning philosophy? The talent program
can fit right by certain degree of openness in the
organization, transparency, employee involvement

and so on. Cultural fit is highly essential for the

success of the organization.
Fit to workforce: This answers the question what
do employees want talent management to do for
them? Fit to workforce can be achieved by ensuring
that the talent management processes understands
the psychological contracts between organization
and employees.
Fit to other HR policies: This answers the question
how will talent management integrate and be
supported by other HR practices? The talent
management processes need to fit with other HR
policies and processes in order to be effective.
Fit to management capability: This answers the
question do the current workforce and management
have the capability and capacity to make talent
management work? Talent management processes
require commitment and capability for the process to
work. A talent mind-set needs to be established
throughout the organization.
QUES 6- Write short notes on:
A) Workforce Analysis
B) Talent Review
ANS 6a)

WORKFORCE ANALYSIS

It is a systematic process in which an organization

identifies the critical jobs and competencies,
needed for the current and future employees, and
develops strategies to overcome any gaps.

Its main priority is using information to obtain an

overview of the workforce and targeting talent
management initiatives which include:
Identifying critical job roles for analysis and planning.
Reviewing knowledge/skills/attributes needed.
Determining employee population for review.
Gathering demographic information.
After recognizing organizational priorities, the next step
focuses on the roles and skills needed for the department
to be successful.
a) Identification of critical roles: The management
team determines the key job functions and roles that will
be the primary focus of the talent review discussions.
Based on the requirement, a talent review committee
focuses on any of these groups:
a) All staff in a particular function or organization unit.
b) A specific group or job category of the employee
population.
c) A specific level of leaders, managers, or supervisors.
b) Inventory of skills and knowledge: Here, the
leaders discuss on skills, knowledge, and performance
that are prerequisite to success for the identified job
roles. This information serves as a basis for evaluating
the performance and potential of a particular employee
group. This process also includes an overall strength/gap
analysis of the department that encapsulates existing
workforce capabilities and identifies gaps that is required
to be met by external hiring or internal development
initiatives.
ANS 6b)

TALENT REVIEW

Definition & Concept: A Talent Review is a process to

involve more senior business executives in sharing
and analyzing talent information, mostly focusing
on an overall succession management process.
Compared to talent alignment sessions, talent reviews
present a chance to discuss talent at a higher level of
depth and focus.
It provides an overview of how to encourage a discussion
of key talent in the given ways to:
a) Identify readiness and potential for future assignments
or positions.
b) Review possible succession plans.
c) Determine strengths and development needs of
employees.
Having set the organizational goals, management teams
can start with the process of reviewing talent in the
organization. The type and significance of a talent review
can vary based on the department's need.
Importance of Talent Review
Talent review helps in developing a clear talent
management strategy and to increase awareness of
available talent and successors in an organization.
All organizations should conduct regular talent
review meetings to be prepared for a variety of
business changes, such as mergers, company
growth, or a decrease in talent needs.
It is designed to review the performance and career
potential of employees, to discuss possible vacancy
risks of current employees, to identify successors and
top talent in the organization, and to create
development action plans to prepare employees for
future roles in the organization.