For a modern business, hiring is a particularly important part of operations. The war for talent rages fiercely, and companies compete strongly to get the best people on board. If a strong workforce is hired, it can play an invaluable role in adding value to the company and helping it to grow. Hence, businesses turn to recruiters to create strong strategies for managing and retaining talent.
How has HR changed over time?
With time, organizations realized that they must approach their most valuable resource — i.e. their employees — differently if they are to attract, recruit, and retain the most talented among them. Accordingly, traditional HR methods slowly but surely evolved into more contemporary practices and future-ready thinking.
A further impetus comes from rapid technological changes, leading to disruptions in the HR field. The need for progressive growth has compelled a focus on an improved employee experience to nurture and retain the best people. Hiring, development, and retention are important, but talent is a critical resource in achieving top results.
This in turn has changed the very role of HR professionals. From administrative personnel dealing with paperwork, coaching, or training, there is a clear, dramatic change toward better and bigger thinking. HR professionals need to be nimble and tech-savvy to handle the vagaries of the economy and the workforce.
What has created the need for talent management?
The focus on hiring, training, management and retention of employees has brought talent management to the fore. An employer first locates the best candidates, then brings them on board, and works on developing them and keeping them satisfied with the work and environment. Talent management becomes an ongoing process, not lasting just up to the hiring but through the full duration of employment. It is the process that ensures employees are satisfied with their work and function at top potential, and these responsibilities are company-wide, not restricted only to HR.
Here are the steps of talent management:
- Planning the employee requirement and creating job descriptions
- Sourcing top talent from different channels
- Reviewing applications and narrowing down the talent pool
- Screening candidates for further consideration
- Extending job offers and onboarding candidates
- Training employees and developing proper work relationships and skills
- Providing career advancement and growth opportunities
- Terminating employment
Will talent management certifications be useful in this scenario?
The number of new HR jobs over the next few years will be huge with candidates scrambling to land the top positions. In this scenario, talent management certifications will provide aspiring HR professionals a strong advantage over competing candidates.
In particular, those HR professionals who are at the very early stages of their careers could improve their prospects particularly well with a Talent Management Practitioner (TMP™) Certification. And when this comes from an institution as reputed as the Talent Management Institute (TMI), it becomes authoritative evidence of potential and promise as an HR practitioner, given how the base of a TMI certification is the TMI Knowledge Framework (TMI-UKF™).
What are the advantages of the TMP™ credential?
Candidates stand to gain in several ways when they become TMP™-certified professionals:
- Impressive career starts due to proven talent management competencies
- Reengineering of the understanding of talent management
- Improved prospects of selection
- Capability to provide talent solutions across the enterprise and shape the next generation of the workforce
When a candidate signs up for the TMP™ certification program, (s)he embarks on the process of learning the concepts of talent management and starting a career in the field. The ‘TMI Handbook for Practitioners’ is an invaluable resource, based on the TMI Universal Knowledge Framework (TMI-UKF™).
The success of talent management can be judged by how the entire workforce performs. Each role and person is critical, and with the right approach and a TMP™ credential, a candidate is positioned well to take the organization to talent management success.