Talent Management Strategy

Talent Management Strategies
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Introduction
For the executives and the officials in the human resources management officers, talent management is of the most crucial aspects when it comes to the growth of the company relative to the skills of the staffs.Searching, hiring and retentions have become common topics in the boardrooms in a bid to make sure that the companies never run out of skilled labor and innovative ideas to keep the respective companies ahead of the curve in the competition (Mihelic&Plankar, 2010). High performing and engaged employees are quite rare to find and thus when companies find such employees they make it a priority to maintain them. As such talent management strategies are crucial to the companies’ survival, where executives and officials from the human resources management department, lay out plans to maintain a talent pool within the company.Companies with the right talent pool, stand a better chance of optimizing their performance and taking opportunities as they present themselves with exceptionally high results (Chitsaz-Isfahani&Boustani, (2014).
The Company
As a fast growing company, Synergy limited now has 200 staffs and 20 of them are leaders in various capacities. Started five years ago, the company deals in clean energy solutions and appliances. It is geared towards providing alternative sources of energy that are power efficient and those that do not pollute the environment. This is an industry that is fast growing with most companies in the last two years adopting clean energy solutions in the operations. As such the company is hard pressed to develop talent management strategies to maintain its competitive nature within the market.
Talent Management Strategy
The talent management strategy for synergy limited is going to be divided into five majorstages;Business objectives and staffing priorities, acquiring, deployment, Development and retention.Other than the first stage,which will take two months to complete, the rest of the four stages will each take six months to complete (Nuria, & Rafael, 2010). These stages will help the company implement a talent strategy that sustainable and easy to manage over a time. At the same time is going to be easier to measureand make changes where necessary depending on the objectives at hand and the market dynamics (Majeed, 2013).
Business Objectives and Staffing Needs
This is the first stage of the talent management strategy and will be carried out all the departments. As such, all the department of the firm will be responsible for this stage. The main aim of this quest it to establish the main objectives of the firm, depending on the goals and the market dynamics. Using these measures, the firm is able to address the issue of staffing with the objectives in mind and the gaps that exist within the firm in terms of staffing. Ones the staffing needs are established relative to the objectives of the firm, the human resource department can then engage in the next steps.
Acquiring candidates
This is a crucial stage will involve three sub-steps to ensure completion. The human resources department and the finance department are going to be responsible for the operation of this stage to the end. The first step of this stage will be sourcing and recruiting (Nuria, & Rafael, 2010). At the stage, relative to the staffing gaps in the firm, the human resources with the help of the finance department will enlist qualified companies to source for qualified candidates and vet them. They then will be subjected to a series of recruitment tests by human resources department, to establish their qualities and how they fit in with the objectives of the company. The second step will involve the selection of the best out of the possible candidates and assess their skills based on the real life challenges in the firm. The candidates that qualify through the probation period, will then introduced into the third and final step of this stage, where they go through orientation and onboarding.
Deployment of candidates
The second stage of the talent management cycle will also have three steps as part of the deployment strategy. This stage will be carried out by the human resources department and the feedback on performance will be carried out by the respective departments. The first step will involve candidates being assigned to roles that are career defining (Nuria, & Rafael, 2010). This will help the candidates evaluate and form precise career choices.
The next step will involve goals alignment. This will ensure that the candidates align their goals with those of the firm for maximum job satisfaction and performance. Simple questionnaires will be filled by the candidates in their respective departments to assess their goals alignment and help the human resources department to plan for the next stage.
The third and last step of this stage will be the talent review and succession. Under the guidance of the human resources department, all the departments will be tested, whereby the candidates will be assessed on the productivity and innovativeness relative to the roles that they were given at the beginning of this stage. They will then the given the chance for succession in the firm, where they take on more crucial roles. Results acquired from this step will help the human resources department to redefine plans for the nest stage.
Candidates’ development
Like the other two stage, this too will take three steps to complete, under the responsibility of the human resources department. The first step of this stage will be the management of the candidates’ performance. This will be relative to the scores they managed in the last step of the previous stage. To further tune their skills, the candidates will be introduced to the second step which will involve training and development of their skills. Based on their performance, the training will redefined to match the gaps and the skills of the candidates and prepare them for future challenges. Based how well they tune their performance relative to training and development, the candidates will then be introduced to the leadership development as a means to prepare them for the next and last stage of the talent management cycle.
Retention of the candidates
The first step of this final stage will involve engaging the candidates, relative to the scores they manage from the last step of the previous stage. The candidates will involve different levels of management within their respective departments and evaluated regularly. This is a crucial step as the firm will be in a...