Understanding Talent management as a processEach 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 employee’s performance. Training and Performance Support: - Organization will be providing support on performance programmes and training to all levels of employees working for them. it has been found that there is a majority of the companies which use the talent management process. 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. So. the consequence will lead them to inefficiency and also lack effectiveness in decision making 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 companies which have ample amount of talent in them develop well and faster.Organizations continue to grow by time and changes occur in structure of organization. Microsoft. the competition level was not as high as it is in present scenario. as per their requirements. when compared to other companies. so that they support business execution and business goals.This function describes the required kind of skills for certain unique jobs (based on project). Presently. Spicejet Airlines and Apple are one of those companies in which we can find quite a few bright colleagues working at their positions. The impression of talent management is not something unknown to the world as in a past few decades it wasn’t common. It is very difficult to locate or trace talented people as there has always been a shortage in talent. the level of competition has become very high in volunteers as the customers want good products and services for them. L&T. it has become really important to maintain the talented employees in the organization. both existing and potential employees. Compensations and Benefits: . Often question arises that how companies identify the role as per individuals and competences which are avoiding their roles. Critical Skill Gap Analysis: . it has become very important to realize the importance of managing in the association. To be the best player of the market. The need for the talent is largely dependent on managerial level. The organizations try to combine compensation and benefit plan with performance management. Today there are many companies who train their candidates to perfection and load them with required skills.It is liked to motivating employees. 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. 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. Requirement of new talent rise with growing competition. Succession planning helps to manage the candidate with maximum efficiency. Companies like Infosys. as we know it today. . Indigo Airlines. The organization can motivate via financial and non-financial factors. Managing the talent and using them for the benefits of the organization. as it includes management of both top level and middle level. During their time. Some companies often ignore this function. There is a survey report which describes that the talent has become very scarce resource in today’s world. If the company is not successful in searching talent. Succession Planning: . 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. Developing. They have 153. These plans are associated with the profiles to find. who can play a serious role in their distant future. outsourcing and engineering. . I have chosen three IT companies which operate in India and I will focus on the ways by which they manage their talent. Selecting.99 billon.761 employees and in the year 2012 their total revenue was $6. improved quality of the product. Infosys is always engaged in making a pool of talent for their future needs. it is one of the most vital factors for increasing the chances successful running of an organization. better customer satisfaction.In a more brief way. which provide consultancy services through technology. This helps in acquiring organization’s requirements in establishing and communicating to the corporate’s critical goods. The three chosen companies are Infosys. The reason being. Managing talent in good terms helps to improve organization’s chances to earn higher profits. 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. Infosys will need to keep a close eye on each employee for the same. it comprises of Attracting. Infosys Infosys is an Indian IT company. Wipro and Tata Consultancy Services. identify and match probable successors. The company uses the proactive approach. which help the company in even transaction of authority and to pursue good leadership in the future. Retaining. Promoting and also moving these employees through the functioning of the organization. Training. Succession Planning at Infosys Infosys’s Succession Planning is targeted to help them in selecting successors. Infosys has designed a method in which rating boxes help them to know the way of services provided by their employees. . who are working under that manager. Manger self-service: .Talent pool is the collection of talent. Configurable rating boxes: . For that company are required to manage their ‘talent pool’ periodically by identifying new candidate’s talent and recording their performance for periodic analysis. Infosys makes several succession plans for each task and situation. Creates succession plans: . This helps Human Resource to know the candidates talent and the capability of fulfilling requirements in future. Instead. Report generator: . Infosys keeps a track of their talented candidates from which they can use in future for necessary tasks. Where all kinds of fish (fish meaning different kinds of candidates) can be located.Manager self-reviews their succession plans of the team members.It gives all information about the candidates including their positions and task codes.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.Infosys does not design a succession plan for particular position. Talent pool: . Search features: .Infosys generates reports for each employee.Seven Pillars of Leadership Management Succession 360:. Succession planning in Wipro is done in three ways 1. IT products & services. The determination of succession planning is to make sure that their company is choosing right candidates with appropriate skills to complete the given task. . In the year 2012. 2. which is about identifying the main key person to manage/lead the task. the total revenue of the company was $7. Individual based: .This is about substituting the whole unit of the candidates with improved talented candidates based on the latest requirement for the task. Infrastructure Engineering and Healthcare. The company is operates in four major different sectors Consumer Care.3 billion and Wipro had employed nearly 13. India.Wipro Wipro is a multinational Indian IT company headquartered in Bangalore. 3.This is based on succession planning.000 employees around the world. Karnataka. Team based: . Role based: . 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.This is about focusing on the candidates and their performance. They are dedicated towards talent reviewing and personality direct plans. The software can detect and match the need with the best sources (according to employee’s data) available. The decision is made by the board of members. Wipro remains much focused to the number of the senior posts which are occupied internally. . In Wipro both the chairman and the vice chairmen pay equal importance to talent reviewing. The effectiveness of the succession planning is shown by by the completion of retention programme. which ensures that they get good experience inside and outside Wipro. Planning Process is next. It is similar to the data bank in which Wipro has all information regarding the skills. Under their supervision. Wipro has been considering the accountability factor as well. Wipro follows its own life-cycle leadership development programme. Wipro identifies the parts and begins to search the talent internally and externally both. Wipro utilizes softwares which display the kind of talent required in company. In this programme there are different types of leadership programmes followed. Meanwhile. Wipro also considers the process to fill up the main roles of a CEO. Clear Focus is the next thing which is considered very important at Wipro. talent. Talent review plan at Wipro is a crucial part of their talent management plan. Training Process The training process is very difficult at Wipro. traits and other achievements of employees. candidates are filled with jobs as per their skills and talent in them. Different type of training is provided. Wipro continuously review their succession plans for further improvement. These members identify the employees who are capable of taking over those roles immediately for duration of 1-3 years. which is required to be implemented on the business strategy and also strengthen their talent pool. 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. It also finds what is available in their talent pool.The step of reviewing talent (Succession Planning) The process of talent reviewing is performed to gain knowledge on the need of the talent. Class Room sessions and External Certifies as well. TCS had recruited the 69. In the year 2012. who are the board of members. TCS follows various strategies for talent management.Tata Consultancy Services Ltd (TCS) Tata Consultancy Services Ltd is an Indian multinational company involve in IT sector. TCS also recruit employees form various institutes as a part of their talent procurement. they use the online job sites. at the project level and even at the unit level of the business. Succession Planning The succession planning takes place at every level in the organization.17 billons and there are around 254. TCS has integrated competency management system. Talent acquisition: . and outsourcing services. then it should not have any effect on the smoothness of organization’s operations.076 employees are working. TCS is training their employees via E-Learning. Today. Aim of . In TCS.685 employees. The succession planning should be executed in such a way. TCS is a subsidiary of TATA Group. requirement agencies and head hunters to attract the talented candidates. that if any kind of major change is occurred in the leadership of the company. It was established by JMD Tata in the year 1968.It is vital for TCS to ensure that their employees are being trained periodically. Tata Consultancy Service’s total revenue was $10. so they can sustain their growth. The company provides services for business solutions. The process should happen at corporate level. which includes various kinds of the processes through which the employees are trained and enhance their competency development. They have invested huge funds on new employees and for their training as well to ensure a secured future. All the processes are completed to run a systematic exchange of the training load map of a large workforce in TCS. In the year 2011. The succession planning is processed by the top level management. TCS is one of the most valuable companies and also holds the largest base in IT sector of India. the strategies are as follows:Competency development: .It is vital for TCS to pull talented employees. All the above companies have managed to design appropriate talent management strategies according to their needs and functions taking place in the company. Motivational factors are used to make the employees practice this method. These three companies (Infosys. 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. For employees. Employees cost control: . ADP had made an announcement stating the accessibility of extended insight from ‘BersinBasics’. Performance Management and Talent Acquisition.TCS. Wipro and Tata Consultancy Services Ltd) are from the same sector (Information Technology) and they have different styles followed by each company. Retaining quality talent: . . that these companies are very large in operations and employee management. Addition that.To develop the productivity of the employees. periodically. Conclusion I would like to conclude from the analysis made above. Compensation Management. Literature Review In the article. TCS ensures that their employees are updated with new technologies and process for highest efficiency. the employees stay skilful and help to maintain talented employees within TCS.TCS at this stage was to hire as many talented employees as possible and train them in order to fulfil their future plans. centre part of the planning process is Personal development planning which helps in retaining the quality checked employees (talented employees) in the company. Learning Management modules . 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. the company noted the new ADP Talent Management Suite had included Succession Management. TCS uses different wage systems to improve productivity and to motivate the employees working on their task. These companies are keeping themselves updated about the latest technologies and maintaining a standard of talent of the candidates employed. By this method. TCS is providing good training programmes. periodically. Skilled and talented employees help in reducing wastage and increasing productivity of the company. timesofindia.Bibliography Ghosh.lancs. n.indiatimes.expresscomputeronline.com/2012-0613/news/32215597_1_talent-management-manpower-group-hr>. Talent scarcity in India increased: Survey. Hunt.com/SiteCollectionDocuments/About%20TCS/TCS_Corporate_Sustainabil ity_Report_2010-11. 19 November 2012 <http://www.ezproxy. 8 November 2012 <http://www. Labonita.com/2012/03/22/the-problem-with-traditional-talentmanagement-processes/>.ac. Up. 5 November 2012 <http://search. ADP Introduces New Talent Management Solutions. TCS. Entertainment Close -. 1 November 2012 <http://articles.uk/docview/1017592484>. 30 May 2012.pdf >.aspx>. Steven. 19 May 2011. 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