Talent management: an insight into the health sector of Sri Lanka

Talent management 

Source: blog.planview.com

Most important resource of an organization is its employees. In order to harness the full benefit from employees a comprehensive talent management programs need to be in place and it needs to fully align with the strategic plan of the business.

According to the Chartered Institute of Personnel and Development (CIPD), talent management is the systematic attraction, development and deployment of individuals who are of particular value to the organization, either because they fulfill a critical role or the possess skills that have higher potential for adding value in the future, (CIPD, 2018). Talent management process typically has organizational planning, recruitment, development, retention, assessment, performance management and system for outplacement, (Armstrong, 2006). Employee tenure shall be taken into account when planning talent management. Some employees will change their employer time to time while some individuals will remain in the organization. These employees ideal for grooming for promotion. 

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Employee: An Assets or Liability

(Employees come first for Sir Richard Branson, 2018)

In the past human resource managers considered the headcount of the employees in the payroll and thought them as a liability because of wages and other benefits draining a large portion from the balance sheet.

Does the thinking has changed over time?

Is employees are still considered as an expense?

Organizational competitiveness determined by the resources its own at a given time. Resources can be tangible or intangible assets. Examples of resources are brand names, in house technology, skilled laborers, trade contracts, capital, etc. Further, anything that generates cash flow can be considered as an asset while liability can be defined as something that has a negative effect, (Richardson & Osborne, 2007). 

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Flexible working... the future ?

Nature of work 

Nature of the work has changed through out the history. Most important development over the last few years in relation to HRM are increase use of part time workers, out sourcing, subcontracting, use of higher number of knowledge workers and teleworking, (Armstrong, 2006).

According to the society of Human Resource Management, flexible work arrangement could means teleworking, flexitime and compressed work week, (Society of Human Resource Management, 2015). Advancement of Information and Communication Technology has enable application of flexible work arrangements (FWAs) for wide variety of jobs. White collar (or the office work) works and Information technology works sees a great potential for application of FWAs. Because of the advancement of technology now employees can work whenever they want and where ever they are. Therefore now human resource departments now focuses more on personal time rather than the personal space. 

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Talent acquisition: Implications of technology

Talent acquisition

Technological disruption taking place everywhere. People adopting technology for all most every aspect at an alarming rate. Changes in the recruitment process are witnessed with the advancement of information technology and the widespread use of social media platforms. Digital footprint enables understanding of individuals’ behavior more than ever, (Lambiotte and Kosinski, 2014) and this could influence the hiring of specialized knowledge workers in the digital age. 

The selection of the best fit for the job has been a challenging task always. Reduction of tenure has evident and this is particularly common among younger people. It is found that average employee tenure is 2 year while it is 10 years in older workers (US Department of Labour, 2018). New developments such as flexible work arrangement, teleworking along with changes in employee tenure, etc. bring fresh challenges for human resource management in general and recruitment process in particular. 

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