Evaluation of a talent management program

A talent management evaluation program allows employees to be supervised or managed using automated talent profiles, proper administration of career, staffing new employees and also proper planning with time. It also ensures that the right candidates recruited are in the right positions within the organization (Sparrow, Hird & Cooper, 2012).

Its advantages are reduced cost of recruitment and a high rate in maintaining the staff recruited over a long period of time. It also helps to control the staff to ensure more productive growth. Positioning the right recruits in their area of specialization results to more and quality output.

It also gives ideas to the organization on how to reward the output of their workforce by means of payment and this in return ensures a high morale towards achieving objectives set for the firm and quality output due to competency employed in those roles (Fleetwood & Hesketh, 2009).

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Using an automated review system it will be easier to evaluate and consider an employee`s work output over a given period of time or throughout the firm`s business year.

A talent Management evaluation program also helps in developing ideas used to develop an individuals output mainly done by recommending a training session for that individual. This involves the following steps:

Constructing and managing single and multi level employee`s competency models

Figure out employee`s strengths and weaknesses

Examine the results gotten in good time

Create individual development plans for the employee

Follow and preserve those assessments

A talent Management evaluation program identifies that most firms currently depend on technology mainly to motivate employees in taking a dynamic role in the development of careers within an organization. It involves career planning which in return helps you to allocate your workforce to the perfect roles within the organization (Sparrow, Hird & Cooper, 2012).

A talent Management evaluation program is important because it contributes to the overall efficiency in a firm and provides tools that a HR needs to run or perform other roles. Another role a HR should perform is recognizing the worthiness of committed and self motivated employees. He must act as their representative and should address their needs and concerns.

Modern HR departments must also carry out an evaluation between HR practices and the objectives of the firm therefore must come up with ideas to create policies and best practices to meet these objectives (Brewster, Sparrow & Vernon, 2007).

What criteria should be used to evaluate

A firm must also decide on what process of evaluation it will use .It must also decide whether it will evaluate on individual basis or evaluate depending on job results. This process is influenced mainly by the person to be evaluated and how the organization plans to carry out this process.

A talent Management evaluation program can be based on job result. Mainly result indexes are used for review purposes. Example of result indexes includes sales volumes and quality and amount of work output. Where job results are not easily available other methods of evaluation are used and this includes evaluating employees’ behavior and other personal traits (Fleetwood & Hesketh, 2009).

References

Sparrow, P.R., Hird, M. & Cooper, C., (2012). The Future Role of HR.  London: Palgrave.

Fleetwood, S. & Hesketh, A., (2009). Understanding the Performance of Human Resources, Cambridge: Cambridge University Press.

Brewster, C, Sparrow, P.R. & Vernon, G., (2007). International human resource management. 2ndEd.  London: Chartered Institute of Personnel and Development.