Understanding Talent management as a process

Each and every organization is made up by a group of people, who work on different positions with different tasks assigned to them. Everyone have their own interests, but all the interest eventually must lead to one common target which is achieving the organizational goals on time and the most efficient and effective manner. Employees who work for the organization should be able to create a value through their innovations, customer services provided, sales made and other activities which would help the organization to grow. Organizations are to be held responsible for making sure that they are continuing to involve them in recruiting, training, managing, compensating and supporting the employees. The Process of Talent Management is briefly discussed below:

Workforce Planning: - This stage is linked to the business plans (which are connected to the objective of the organization, what will be the plans to hire and setting a budget). Recruiting: - This stage is about attracting suitable candidates, screen them and select the qualified candidate for task. On-Boarding: - This stage shows a process in which the new employees of the company gain knowledge, skills and the necessary behaviour to complete a task. Some of the methods used in On-Boarding are formal meetings, lectures, videos and orientation based on computers. Performance Management: - Organizations will have to create a tool which can calculate and manage employees performance. Training and Performance Support: - Organization will be providing support on performance programmes and training to all levels of employees working for them.

Succession Planning: - Organizations continue to grow by time and changes occur in structure of organization. Requirement of new talent rise with growing competition. Succession planning helps to manage the candidate with maximum efficiency. Compensations and Benefits: - It is liked to motivating employees. The organization can motivate via financial and non-financial factors. The organizations try to combine compensation and benefit plan with performance management, so that they support business execution and business goals. Critical Skill Gap Analysis: - This function describes the required kind of skills for certain unique jobs (based on project). Some companies often ignore this function. Often question arises that how companies identify the role as per individuals and competences which are avoiding their roles. This commonly known as Critical Talent Management.

Present Situation of the companies in Talent Management

The formula to measure the present framework in talent is given below Contribution * Commitment * Competence World, as we know it today, it has become very important to realize the importance of managing in the association. The companies which have ample amount of talent in them develop well and faster, when compared to other companies. It is very difficult to locate or trace talented people as there has always been a shortage in talent. Companies like Infosys, L&T, Microsoft, Indigo Airlines, Spicejet Airlines and Apple are one of those companies in which we can find quite a few bright colleagues working at their positions. These companies do not have to search for talent on at one location. Instead these companies locate them in other various countries and end up finding worthy candidates. Today there are many companies who train their candidates to perfection and load them with required skills, as per their requirements. The need for the talent is largely dependent on managerial level, as it includes management of both top level and middle level. If the company is not successful in searching talent, the consequence will lead them to inefficiency and also lack effectiveness in decision making process. There is a survey report which describes that the talent has become very scarce resource in todays world. So, it has become really important to maintain the talented employees in the organization, both existing and potential employees. Managing the talent and using them for the benefits of the organization, it has been found that there is a majority of the companies which use the talent management process. The studies have given us the knowledge that a group of talented employees can perform nearly four to six times more than a group of average employees. The impression of talent management is not something unknown to the world as in a past few decades it wasnt common. During their time, the competition level was not as high as it is in present scenario. Presently, the level of competition has become very high in volunteers as the customers want good products and services for them. To be the best player of the market, a company needs to generate innovative ideas so they can sell their products with a unique selling point and which can be possible if these companies possess talented employees who capable of fulfilling skills to create extra ordinary ideas than others.

In a more brief way, it is one of the most vital factors for increasing the chances successful running of an organization. The reason being, it comprises of Attracting, Selecting, Training, Developing, Retaining, Promoting and also moving these employees through the functioning of the organization. Managing talent in good terms helps to improve organizations chances to earn higher profits, better customer satisfaction, improved quality of the product, enhancement in productivity and also gives a boost in market capitalization. Being able to provide a guarantee that all the hierarchy levels in the organization are properly aligned to excel in achieving various critical business goals and also being able to measure the improvement in the performance. This helps in acquiring organizations requirements in establishing and communicating to the corporates critical goods. I have chosen three IT companies which operate in India and I will focus on the ways by which they manage their talent. The three chosen companies are Infosys, Wipro and Tata Consultancy Services.

Infosys
Infosys is an Indian IT company, which provide consultancy services through technology, outsourcing and engineering. They have 153,761 employees and in the year 2012 their total revenue was $6.99 billon. The company uses the proactive approach, which help the company in even transaction of authority and to pursue good leadership in the future. Infosys is always engaged in making a pool of talent for their future needs. Succession Planning at Infosys Infosyss Succession Planning is targeted to help them in selecting successors, who can play a serious role in their distant future. Their succession planning is largely made on proactive approach. There must be sufficient talent collected in the company which can fulfil future needs of Infosys. Infosys will need to keep a close eye on each employee for the same. These plans are associated with the profiles to find, identify and match probable successors.

Seven Pillars of Leadership Management Succession 360:- It gives all information about the candidates including their positions and task codes. This helps Human Resource to know the candidates talent and the capability of fulfilling requirements in future. Talent pool: - Talent pool is the collection of talent. Where all kinds of fish (fish meaning different kinds of candidates) can be located. Infosys keeps a track of their talented candidates from which they can use in future for necessary tasks. For that company are required to manage their talent pool periodically by identifying new candidates talent and recording their performance for periodic analysis. Creates succession plans: - Infosys does not design a succession plan for particular position. Instead, Infosys makes several succession plans for each task and situation. Configurable rating boxes: - Infosys has designed a method in which rating boxes help them to know the way of services provided by their employees. Search features: - Identifying the suitable matches and assigning them ranks. By creating a nine box matrix and comparing those profiles to match the requirement of the employees in talent pool. Report generator: - Infosys generates reports for each employee. Manger self-service: - Manager self-reviews their succession plans of the team members, who are working under that manager.

Wipro
Wipro is a multinational Indian IT company headquartered in Bangalore, Karnataka, India. The company is operates in four major different sectors Consumer Care, IT products & services, Infrastructure Engineering and Healthcare. In the year 2012, the total revenue of the company was $7.3 billion and Wipro had employed nearly 13,000 employees around the world. Succession Planning Wipro has termed their talent reviewing plan as Succession Plans. Succession planning is the most vital part of corporate strategy in IT companies. The determination of succession planning is to make sure that their company is choosing right candidates with appropriate skills to complete the given task. Succession planning in Wipro is done in three ways 1. Role based: - This is based on succession planning, which is about identifying the main key person to manage/lead the task. 2. Individual based: - This is about focusing on the candidates and their performance. 3. Team based: - This is about substituting the whole unit of the candidates with improved talented candidates based on the latest requirement for the task.

The step of reviewing talent (Succession Planning) The process of talent reviewing is performed to gain knowledge on the need of the talent, which is required to be implemented on the business strategy and also strengthen their talent pool. In Wipro both the chairman and the vice chairmen pay equal importance to talent reviewing. They are dedicated towards talent reviewing and personality direct plans. Under their supervision, candidates are filled with jobs as per their skills and talent in them. Wipro has been considering the accountability factor as well. Wipro continuously review their succession plans for further improvement. Planning Process is next. Talent review plan at Wipro is a crucial part of their talent management plan. Wipro identifies the parts and begins to search the talent internally and externally both. Meanwhile, Wipro also considers the process to fill up the main roles of a CEO. The decision is made by the board of members. These members identify the employees who are capable of taking over those roles immediately for duration of 1-3 years. Clear Focus is the next thing which is considered very important at Wipro. It is vital for Wipro to make sure during succession planning process is that they should have sufficient talent collected between which Wipro can select the talented candidates for appropriate posts. Wipro remains much focused to the number of the senior posts which are occupied internally. The effectiveness of the succession planning is shown by by the completion of retention programme. Training Process The training process is very difficult at Wipro. Wipro follows its own life-cycle leadership development programme. In this programme there are different types of leadership programmes followed. Different type of training is provided, which ensures that they get good experience inside and outside Wipro. Wipro utilizes softwares which display the kind of talent required in company. It also finds what is available in their talent pool. It is similar to the data bank in which Wipro has all information regarding the skills, talent, traits and other achievements of employees. The software can detect and match the need with the best sources (according to employees data) available.

Tata Consultancy Services Ltd (TCS)

Tata Consultancy Services Ltd is an Indian multinational company involve in IT sector. The company provides services for business solutions, and outsourcing services. TCS is a subsidiary of TATA Group. It was established by JMD Tata in the year 1968. Today, TCS is one of the most valuable companies and also holds the largest base in IT sector of India. In the year 2012, Tata Consultancy Services total revenue was $10.17 billons and there are around 254,076 employees are working. The succession planning should be executed in such a way, that if any kind of major change is occurred in the leadership of the company, then it should not have any effect on the smoothness of organizations operations. Succession Planning The succession planning takes place at every level in the organization. The process should happen at corporate level, at the project level and even at the unit level of the business. The succession planning is processed by the top level management, who are the board of members. TCS follows various strategies for talent management, the strategies are as follows:Competency development: - It is vital for TCS to ensure that their employees are being trained periodically. TCS has integrated competency management system, which includes various kinds of the processes through which the employees are trained and enhance their competency development. All the processes are completed to run a systematic exchange of the training load map of a large workforce in TCS. They have invested huge funds on new employees and for their training as well to ensure a secured future. TCS is training their employees via E-Learning, Class Room sessions and External Certifies as well. Talent acquisition: - It is vital for TCS to pull talented employees, so they can sustain their growth. In TCS, they use the online job sites, requirement agencies and head hunters to attract the talented candidates. TCS also recruit employees form various institutes as a part of their talent procurement. In the year 2011, TCS had recruited the 69,685 employees. Aim of

TCS at this stage was to hire as many talented employees as possible and train them in order to fulfil their future plans. Employees cost control: - To develop the productivity of the employees, TCS is providing good training programmes. Skilled and talented employees help in reducing wastage and increasing productivity of the company. TCS uses different wage systems to improve productivity and to motivate the employees working on their task. Retaining quality talent: - TCS, has always tried to motivate their employees by handing them good opportunities for growth through job rotation and providing a complete knowledge of the happenings. TCS ensures that their employees are updated with new technologies and process for highest efficiency. By this method, the employees stay skilful and help to maintain talented employees within TCS. Motivational factors are used to make the employees practice this method, periodically. For employees, centre part of the planning process is Personal development planning which helps in retaining the quality checked employees (talented employees) in the company.

Literature Review
In the article, the company noted the new ADP Talent Management Suite had included Succession Management, Learning Management modules , Compensation Management, Performance Management and Talent Acquisition. Addition that, ADP had made an announcement stating the accessibility of extended insight from BersinBasics, a research-based multimedia learning solution that allow business leaders and Human Resource professionals to gain knowledge about the basics of successful talent management in a 'just-in-time' method of learning.

Conclusion
I would like to conclude from the analysis made above, that these companies are very large in operations and employee management. These three companies (Infosys, Wipro and Tata Consultancy Services Ltd) are from the same sector (Information Technology) and they have different styles followed by each company. All the above companies have managed to design appropriate talent management strategies according to their needs and functions taking place in the company, periodically. These companies are keeping themselves updated about the latest technologies and maintaining a standard of talent of the candidates employed.

Bibliography
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