Subject Syllabus

Unit –I

Introduction to Talent Management: Concept , Meaning & Objectives, Role

of Talent Management in building Sustainable Competitive Advantage to
a firm; Key Processes of Talent Management: Recruitment, Selection,
Human Resource Planning, Retention, Talent vs. Knowledge,
Consequences of Failure in Managing Talent, Identifying and Assessing
High-Potential Talent: Current Organizational Practices .Case Studies

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 Subject Syllabus

Unit –II

Talent Acquisition: Job Analysis, Developing job Description & Job

Specification, Attracting and Recruiting the best Talents, Strategic
Trends in Talent Acquisition, Talent acquisition management solutions.
HR Planning for Talent Management: Process (using MS-Excel and
quantitative tools), Evaluation of factors affecting HR Planning,
Strategic view of Recruitment & Selection. Case Studies

avneesh Tyagi
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 Subject Syllabus

Unit –III
Recruitment and Selection Process: Introduction, Sources of
Recruitment Use of Assessment Centers, Errors &
Minimizing
, Selection
Selection
Errors, Reliability & Validity of Selection Tests,
Formulating a recruitment strategy for senior level executives.
Talent Development: Need Analysis, Knowledge Management, Stress
Management, Competency Development, Developing Leadership
Talent and Emotional Capabilities. Case Studies

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 Subject Syllabus

Unit –
IV
Employee Retention: Comprehensive approach to Employees
Retention, Managing Voluntary Turnover, Dealing with
Job
Withdrawal; Strategic Compensation plan for Talent Engagement:
Defining the Elements of Total Rewards, Integrated Rewards
Philosophy, Designing Integrated Rewards, Sustainable Talent
Management and Reward Model, Career and Succession Planning.
Employee Engagement: Process and outcomes of Employee
Engagement, Ways of Achieving Employee Engagement Case Studies

vijaylaxmi Vijaylaxmi
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 Subject Syllabus

Unit –V

Emerging Trends in HR: Human Resource Audits, Human Resource

Information System (HRIS), Human Resource Accounting (HRA),
Business Process Re-engineering, Contemporary Talent Management
Issues and Challenges. Case Studies

vijaylaxmi Vijaylaxmi
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 Unit Content

• Introduction to Talent Acquisition

• Job Analysis
• Job Description & Job Specification
• Attracting and Recruiting the best Talents
• Strategies for Talent Acquisition – Latest
Trends
• Talent acquisition management solutions
• HR Planning for Talent Management
• Factors affecting HR Planning
• Strategic view of Recruitment & Selection

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 Definition of TA (CO2..)

•Talent acquisition is
defined as the process of
developing a full-fledged
strategy to attract and
recruit top talent.
•Talent acquisition is a
cyclical approach that’s
geared towards building
relationships,
anticipating future hiring
needs, and creating a
sustainable pool of
candidates.

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 Difference Between Recruitment and Talent
Acquisition

• Recruitment and talent acquisition are comparable to short-term and

long- term—quick fixes versus long-term planning.
• Both approaches may be used depending on the circumstances, but
one tends to be tactical in nature and the other, strategic.

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 Recruitment vs. Talent Acquisition

• Recruitment is about filling vacancies.

• positions which will not be difficult to fill when a vacancy comes
up
Talent Acquisition
• to find specialists, leaders, or future executives for your company
• long-term human resources planning
• positions that require a very specific skill set.

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 Setting up a talent acquisition program

• Get organized
• Improve your employer brand
• Start sourcing talent
– Social Networking
– Employee Referrals
Schemes
– Networking

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 Basics of Job Analysis

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 Types of Information Collected

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 Uses of Job Analysis Information

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 Steps in Job Analysis

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 Job Analysis Guidelines

• A Joint effort of the HR team

and
• Clarity of questions and process

• Different Job Analysis tools

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 Methods of Collecting Job Analysis
Information
THE INTERVIEW

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 Job Analysis: Interviewing Guidelines

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 Observation

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 Participant Diary/Log

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 Other Methods of Job Analysis

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 Writing Job Descriptions

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 Writing Job Descriptions

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 The Job Description

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 Writing Job Specifications

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 Writing Job Specifications

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 Writing Job Specifications (Cont)

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 Differentiate Talent Acquisition from Recruitment

• Planning and Strategy

• Workforce Segmentation
• Employer Branding
• Talent Scoping and
Management
• Metrics and Analytics

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 Noida Institute of Engineering and Technology, Greater
Noida
Talent Acquisition

HR planning for Talent Management Process

Unit: 2 Topic 2

TALENT MANAGEMENT
AMBAHR0411

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1
 HR planning for Talent Management Process

• Identify organization goals and understand the

requirement
• Sourcing and attracting the talent
• Recruiting and selecting the talent
• Employee retention and promotion
• Performance appraisal
• Succession Planning

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 HR planning for Talent Management Process

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 HR planning for Talent Management Process

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 HR planning for Talent Management Process

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 HR planning for Talent Management Process

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 Vital Talent Acquisition Strategies (CO2..)

• Talent acquisition for bulk

Strategies for Talent Acquisition – Latest

recruitment
• Hiring for strategic roles
• Internal hiring strategy
• Strategies for technical hires
Trends

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 Streamlining Talent Acquisition with Technology:
The Way Forward (CO2..)
• Key Tools
– Social recruiting platforms like LinkedIn
Strategies for Talent Acquisition – Latest

– Applicant tracking systems such as Greenhouse and

Bullhorn
– Predictive analytics to assess candidate-to-job role fitment
– A conversational interface powered by candidate
relationship management software for automated
follow- ups
– Scheduling tools to streamline the candidate experience
Trends

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 Job Description of a talent acquisition specialist
(CO2..)
Requirements for a talent acquisition specialist often include a
– bachelor's degree in a field related to human resource
management (HRM) -- ideally with a specialization in talent
acquisition or management
– and at least five years of previous HR experience.
JOB DESCRIPTION

– Knowledge of the full recruitment lifecycle,

– Microsoft Office applications,
– resume databases,
– professional networks and
– social media platforms is necessary.

• Some Companies may also look for applicants who are familiar with labor
unions, state laws, regulations and practices as well as contracts, such as
service level and non-disclosure agreements.

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 Responsibilities of a talent acquisition specialist (CO2..)

Building a qualified and diverse team of employees.

Organizing and attending recruitment and networking events, conferences and

job fairs.

Anticipating each department's annual and quarterly hiring needs.

Job Specification

Working with hiring managers and HR to determine staffing needs.

Creating job descriptions and interview questions tailored to each specific job
opening.

Determining the selection criteria for open positions.

Analyzing candidate resumes and applications.

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 Responsibilities of a talent acquisition specialist
(CO2..)
Providing managers with feedback on the submitted resumes and applications.

Finding potential talent through online channels, such as LinkedIn, Facebook and
professional networks.

Planning interview and selection procedures. This includes everything from the
initial screening interview to the job offer.
Job Specification

Building relationships with potential candidates and previous applicants.

Collaborating with management to ensure hiring procedures are ethical and fair.

Performing introductory interviews with candidates to gauge their interest level,

personality and salary expectations.

Guaranteeing the onboarding process is successful and that new hires quickly
complete the necessary paperwork.

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 Human Resource Planning

• Human resource planning is the major task of HRM because it is

concerned with utilizing human resources.
• HRP as “the process by which an organization ensures that it has the
right number and kinds of people at the right places, at the right time,
capable of effectively and efficiently completing those tasks that will
help the fulfill organization’s overall objectives.” Robbins
(2001)
• HRP is the process of determining human resources requirements and
meeting those requirements to carry out the integrated plan of the
organization. Coleman Bruce
(1997)

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 HR Planning for Talent Management:
Process (using MS-Excel and quantitative tools)

Quantitative manpower planning models

• Markov Models-Hierarchical Model
• Renewal Models
• Cambridge Model

MS-Excel is a suggestive approach for those who are not

comfortable to use complex mathematical tools.

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 Factors that affect Human Resource Planning
(Determinants)

 Employment.
 Technological changes.
 Organizational changes.
 Demographic changes.
 Culture.
 Shortage of skill due to labor
turnover.
 Pressure groups.
 Economic factors
 Social factors.
 Environmental factors.
 Political and Legal System.

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 Strategic view of recruitment & selection

 Help build your brand as an employer. When a Company begins

to hire, the public, potential candidates and the Market observe
it.
 Reduces turnover and increases employee moral. When an
Organization hires the right people, the end result is happier
workers doing meaningful work.
 Attracts important group of applicants. A planned recruitment
effort includes identifying the best methods to search the most
qualified candidates.
 Hiring speed. A well-designed Recruitment and Selection Process
quickly resolves a vacancy. Therefore, the interruption in
production or services due to lack of personnel, can be completely
controlled or eliminated.
 The success of a Company is guaranteed with the best
employees, when they are happy and doing a meaningful job.

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