Module III Role of Information Technology in
Effective Talent Management Systems
▪ INTRODUCTION
▪ TALENT MANAGEMENT INFORMATION SYSTEM (TMIS)
▪ CREATING BUSINESS VALUE THROUGH INFORMATION
TECHNOLOGY
▪ FIVE STEPS TO A TALENT MANAGEMENT INFORMATION
STRATEGY
▪ CONTEMPORARY TALENT MANAGEMENT ISSUES
▪ TALENT MANAGEMENT CHALLENGES
▪ CURRENT TRENDS IN TALENT MANAGEMENT
▪ BEST PRACTICES IN TALENT MANAGEMENT
▪ ETHICAL AND LEGAL OBLIGATIONS ASSOCIATED WITH TALANET
MANAGEMENT
▪ TALENT MANAGEMENT IN INDIA
INTRODUCTION (For Introduction you can also prefer the Word File Converted into
PDF, file name: Module III Introduction_TCM)
▪Information Technology – Software
▪Technology is enhancing day by day
▪Because of technology things have changed, environment has changed
▪Tremendous use of software
▪Organisations are inclining towards adoption and utilisation of software
▪Organisation is adopting Information Technology for smooth functioning
▪Dependency is getting increased
▪Talent Management System – Use of Technology under the process of Talent Management
--Talent Recruitment
--Assessing Employees Performance
--Training and Development
--Succession Planning
TALENT MANAGEMENT INFORMATION SYSTEM (TMIS)
▪ Set of applications (software)
▪ Right from Job Identification till Retaining of an employee everything is been
systemized (system)
▪ Organisation based on ones own needs designs software applications
▪ Because of technology enhancement, organisations are rapidly accepting, utilising and
upgrading ones own self, for survival, for existence, for growth and expansion.
▪ Purpose of Talent Management Information System:
-- Smooth functioning of an organisation
--For survival, for growth
--Have a competitive lead
--Enhance brand image
--Acquire market share
SCOPE OF TALENT MANAGEMENT INFORMATION SYSTEM (TMIS)
(Areas where software can be used)
▪ Identification on kind of profiles occupied and profiles vacant
▪ Number of profiles occupied and profiles vacant
▪ Job Analysis – Job Description and Job Specification
▪ Job Designing – Job Rotation, Job Enrichment, Job Enlargement, Ergonomics
▪ Designing of Advertisement (Recruitment)
▪ Uploading of Advertisement on company’s website, search engines
▪ Acceptance of application online
▪ Email Applicant for interview
▪ Training and Development module – Designing for new as well as for existing
employees
▪ Analysing Performance of an employee
▪ Drafting of performance reports
▪ Analyse the time and money spent on each employee
▪ Analyse employee performance sketch right from joining till exit
CREATING BUSINESS VALUE THROUGH INFORMATION TECHNOLOGY
▪ Designing software, training to employee on how software can be used, upgrading
software, and maintaining software requires huge investment
▪ In order to create business value through the use of information technology following
things should be taken into consideration:
i. Identify organisation and employees needs, and accordingly design software
(For organisation dealing with multi products, products need is to be understand and
accordingly designing of software applications)
ii. Planning for an Information Technology budget
iii. Planning and creating a team of Information Technology experts (IT Department)
iv. Providing employees with sufficient training, as and when required
v. Identifying employees profile allotting access to software
FIVE STEPS TO A TALENT MANAGEMENT INFORMATION STRATEGY
(Can also prefer the Word File Converted into PDF, file name: Module III FIVE
STEPS TO A TALENT MANAGEMENT INFORMATION STRATEGY)
Project Statement
Enlisting the Components
Data Flow Chart
Management Plan
Internal/ External Analysis of Existing System
Five Steps To A Talent Management Information Strategy (Process/ Stages/ Steps)
1) Project Statement: A project statement is framed based on the management needs of
the organisation. The projects that are inline/ or needs to be undertaken
2) Enlisting the Components: Listing down the elements which will be required by the
system/ or incorporated in the system.
Elements: Human Resource needs, kind of staff required, kind of training required, and
when the training needs to be provided, performance analyses, career planning,
succession planning
3) Data Flow Chart: Anlaysing/ assessing the existing data, will help an organisation to
understand the depth and what kind of strategy needs to be designed to overcome the
same
4) Management Plan: Management planning is done at every stage, analysing and
deciding who is suppose to do what, when and how
5) Internal/ External Analysis of Existing System: Analysis of employees (Internal),
availability of candidate/ applicant/ prospective employees
CONTEMPORARY TALENT MANAGEMENT ISSUES (present/ on-going issues)
▪ New approach of recruitment and selection: Pattern of recruitment and selection has
moved from traditional to modern (Online mode)
▪ Recruitment Strategies: Strategies are dependent on environmental analysis, and
environment keeps on changing (one has to be updated with the current environment)
▪ Inexperience with technology: Continuous environmental change, technology is
getting enhanced day by day (HR needs to be updated with the ongoing trend)
▪ Designing of training on models: New patterns of providing training to employees,
emphasis is on job training (Emphasis is on on-board training/ on job training)
▪ Ineffective leadership: In absence of proper leadership, organisations outcomes may
get affected (difference between expected and actual performance)
▪ Employee turnover: Due to lack of training, improper leadership-guidance, no growth,
employee may switch from an organisation to another.
▪ Challengers in identifying and differentiating performers: Every employee has a
unique feature, as human to analyse human is a difficult job. Problems may arise in
identifying and analysing employee performance
TALENT MANAGEMENT CHALLENGES
▪ Talent Recruitment: Creating a platform/ pool of talented candidates
▪ Selection: To select the best from the pool of best, difficult to analyse
▪ Training and Development: Talented employee needs specific enhanced training
modules (on job training and off job training)
--Contractual jobs/ Project jobs/ Part time jobs
▪ Retaining Talent: Multiple opportunities available for a talented employee (every
employee is awaiting for an opportunity, which may lead to career enhancement)
▪ Developing Talent Leader: Identifying and select the best who can lead the
organisation, one has to be very keen in selected the best leader, as he/ she will be the
one who will lead the organisation in near future
▪ Creating Talented Ethical Culture: Culture is which an organisation follows,
according to the present situation the environment is changing, moved from
traditional to modern, Design a culture where labour management relationship is
good, transparencies in communication, develop of an integrated approach
▪ Encouraging Passion: The need of a talented employee is different from an average
performing employee (average employee will only look for fix salary and fix job)
--Talent employee will look forward for a job which is challenging in nature, profile
which suits his/ her calibre, profile which can keep a talented employee engaged,
and which will offer a platform for enhancement, scope for learning
▪ Traditional and Modern Employees working on same platform: Emphasising on
today’s generation, possibility to select talented employees (youth) following
modern environment, however this youth needs to report their seniors, who may
follow traditional outcome, barrier in mismatch of thoughts, and the way work needs
to be performed
▪ Offering impressive salaries: Talented employee will never be satisfied with
constant salary
--Salary hike, perks, incentives, creative offerings from the organisation acts as a
motivational factor
▪ Engagement in Productive Work: Talent employees looks forward for change in
job activities, routine work brings about boredom to such employee, for an
organisation frequently rotating an employee may not be an easy task
CURRENT TRENDS IN TALENT MANAGEMENT (Present)
Seeking for talent everywhere:
▪ Every organization is emphasizing on talent and skilled employee
▪ However every organization does not end with talent and skill employee (one of the
reason for talent gap)
▪ Huge competition for talented employee (one of the reason why an employee switches
off from job to another)
Talent Recruitment and Selection:
▪ Various ways and techniques are adopted to create a pool of talented employee and to
select the best amongst all
▪ However a talented candidate is not dependent just on a single source while applying
for job, instead a single candidate formally applies on multiple platforms, and then
decides
Technology enhancement:
▪ Technology is been enhanced day by day
▪ Right from identifying of job till retaining technology is been used at an optimum
level
▪ Organization has moved and adopted technology for performance enhancement
Talent exploitation: (make complete use of the resource/ unfair use of resource)
▪ Overload of work
▪ Underpaying an employee (less salary)
▪ Ignoring performance
▪ Appreciating an unproductive employee in front of another employee
Migration of talented employees
▪ Talented employees for career enhancement migrate themselves to a developed country
▪ This act may bring about a change in the existing working environment
Employees centric:
▪ In order to retain employees, organization offers additional benefits to employees
▪ Perks, Gym area, Sports-Games area, Child care area, Sponsorship-Education, Training,
Vacation, Health and Medical Insurance (Family Insurance) Sick leave, Travelling
allowance
Emphasis is on:
▪ Develop talent in existing employees
▪ Deploy and redeploying employees (bring into action)
▪ Retaining talented employees
BEST PRACTICES IN TALENT MANAGEMENT
▪ Identification of organisation needs
▪ Identify and understand the job needs (what kind of an employee will fulfil)
▪ Identify employee need (what an employee needs are)
▪ Job Description and Job Specification
▪ Recruitment and Selection: Select the right candidate for right profile
▪ Avoid mismatch of employee need and job need (both should be parallel in line)
▪ Periodical training
▪ Labour-Management Relationship (transparent communication)
▪ Business strategies to match with talent strategies
▪ Adoption and making use of technology
▪ Performance analysis
▪ Motivating employees
▪ Career planning
▪ Succession planning
▪ Retaining of employees
ETHICAL AND LEGAL OBLIGATIONS ASSOCIATED WITH TALANET
MANAGEMENT (Ethical: Moral Principles, Legal: Law
Obligation: An act to which a person is morally or legally bound, Associate:
Connect)
▪Human Resource, ethics will come into frame, therefore organisations are specific and
sensitive in handling human resource
▪Identifying organisational, job and employee needs ethics needs to be followed
▪Designing of job should again follow ethical values
▪Recruitment: Avoid false advertisements
▪Selection: Avoid biasness, favouritism, false commitments
▪Performance Analysis: Based on actual performance, rather than reference, favouritism
▪ Offer salary/ wages keeping in mind the economic conditions
▪Employees to be kept updated with norms related to employee
TALENT MANAGEMENT IN INDIA
▪ Competitive environment, globally
▪ Pressure of retaining talented employees
▪ Moved from traditional to modern pattern
▪ Employees are migrating to foreign countries
How to overcome
▪ Adopt Talent Management Strategies
▪ Identify talent gap and take necessary steps to overcome the same
▪ Emphasis on motivating employees, through monetary and non monetary
incentives
▪ Adopt techniques to analyse performance and to identify potential employee
▪ Think from employee perspective