ESSENTIALS OF TALENT

MANAGEMENT PROCESS AND

TOOLS FOR MANAGING
TALENT BETTER
DR JAYASHREE R
ASSISTANT PROFESSOR
SRI RAMAKRISHNA COLLEGE OF ARTS & SCIENCE
 INTRODUCTION TO TALENT MANAGEMENT
• TALENT MANAGEMENT IS A STRATEGIC AND HOLISTIC APPROACH TO ATTRACTING,
DEVELOPING, RETAINING, AND UTILIZING INDIVIDUALS WITH THE RIGHT SKILLS, MINDSET, AND
POTENTIAL TO MEET BOTH CURRENT AND FUTURE ORGANIZATIONAL NEEDS.

• IT GOES BEYOND TRADITIONAL HR FUNCTIONS BY ALIGNING PEOPLE STRATEGIES WITH LONG-

TERM BUSINESS OBJECTIVES

• IT ENCOMPASSES THE ENTIRE EMPLOYEE LIFECYCLE—FROM WORKFORCE PLANNING AND

RECRUITMENT TO LEARNING, PERFORMANCE, AND SUCCESSION.

• IN TODAY’S DYNAMIC AND COMPETITIVE ENVIRONMENT, ORGANIZATIONS THAT INVEST IN TALENT

MANAGEMENT ARE BETTER EQUIPPED TO ADAPT TO CHANGE, FOSTER INNOVATION, AND
MAINTAIN A SUSTAINABLE COMPETITIVE ADVANTAGE.
 KEY HIGHLIGHTS:

• FOCUSES ON BUILDING A HIGH-PERFORMING, FUTURE-READY WORKFORCE

• INTEGRATES HR PRACTICES WITH ORGANIZATIONAL STRATEGY
• ENHANCES EMPLOYEE ENGAGEMENT, PRODUCTIVITY, AND RETENTION
• SUPPORTS LEADERSHIP DEVELOPMENT AND SUCCESSION PLANNING
• ENCOURAGES A CULTURE OF CONTINUOUS LEARNING AND GROWTH
• LEVERAGES DATA AND TECHNOLOGY FOR SMARTER TALENT DECISIONS
 OBJECTIVES OF TALENT MANAGEMENT

• ATTRACT AND RETAIN HIGH-POTENTIAL EMPLOYEES

• DEVELOP EMPLOYEE CAPABILITIES AND LEADERSHIP PIPELINES
• ALIGN INDIVIDUAL PERFORMANCE WITH ORGANIZATIONAL STRATEGY
• FOSTER EMPLOYEE ENGAGEMENT AND MOTIVATION
• PROMOTE DIVERSITY, EQUITY, AND INCLUSION
• REDUCE TURNOVER AND IMPROVE RETENTION
• ENHANCE ORGANIZATIONAL AGILITY
• SUPPORT LONG-TERM BUSINESS SUSTAINABILITY
 TALENT MANAGEMENT LIFECYCLE

• THE TALENT MANAGEMENT LIFECYCLE INCLUDES A SERIES OF INTERCONNECTED

PROCESSES THAT SPAN THE ENTIRE EMPLOYEE JOURNEY—FROM PLANNING AND HIRING
TO DEVELOPMENT AND RETENTION.
• THESE STAGES ENSURE THAT TALENT IS CONTINUOUSLY ALIGNED WITH EVOLVING
BUSINESS NEEDS.
• HE TALENT MANAGEMENT LIFECYCLE IS A STRATEGIC FRAMEWORK THAT MAPS THE
ENTIRE JOURNEY OF AN EMPLOYEE WITHIN AN ORGANIZATION—FROM THE MOMENT A
ROLE IS ENVISIONED TO THE TIME AN EMPLOYEE EXITS. IT ENSURES THAT TALENT IS
NOT ONLY ACQUIRED BUT ALSO NURTURED, ENGAGED, AND RETAINED IN ALIGNMENT
WITH EVOLVING BUSINESS GOALS.
 KEY STAGES OF THE LIFECYCLE

THE LIFECYCLE INCLUDES:

• WORKFORCE PLANNING
• TALENT ACQUISITION
• ONBOARDING & INTEGRATION
• PERFORMANCE MANAGEMENT
• LEARNING & DEVELOPMENT
• ENGAGEMENT & RETENTION
• SUCCESSION PLANNING
• SEPARATION & OFFBOARDING
 WORKFORCE PLANNING

• DEFINITION: STRATEGIC FORECASTING OF FUTURE TALENT NEEDS ALIGNED

WITH BUSINESS GOALS.
• KEY ACTIONS:
• ANALYZE CURRENT WORKFORCE CAPABILITIES
• FORECAST FUTURE SKILL REQUIREMENTS
• IDENTIFY CRITICAL ROLES AND POTENTIAL GAPS
• ALIGN TALENT STRATEGY WITH ORGANIZATIONAL OBJECTIVES
 TALENT ACQUISITION

•Definition: Attracting and selecting the best-fit candidates for current and future roles.

•Key Actions:
•Build a compelling employer brand
•Use inclusive and structured hiring practices
•Leverage digital sourcing platforms and AI tools
•Ensure cultural and competency alignment

•OUTCOME: A DIVERSE, HIGH-POTENTIAL TALENT PIPELINE

 ONBOARDING & INTEGRATION

•Definition: The process of welcoming and integrating new hires into the organization.

•Key Actions:

•Provide structured orientation and role clarity

•Introduce company culture and values
•Assign mentors or buddies
•Accelerate time-to-productivity with early support

•Impact: Higher engagement, faster ramp-up, and reduced early attrition

 PERFORMANCE MANAGEMENT

•Definition: Continuous process of setting goals, monitoring progress, and providing feedback.

•Key Actions:
•Set SMART goals and KPIs
•Conduct regular check-ins and coaching
•Use 360-degree feedback and performance dashboards
•Align individual contributions with team and business outcomes

•Shift: From annual reviews to continuous performance conversations

 LEARNING & DEVELOPMENT

•Definition: Building employee capabilities through structured learning and growth opportunities.

•Key Actions:
•Identify skill gaps and training needs
•Offer personalized learning paths (e.g., LMS, e-learning)
•Promote leadership development and cross-functional learning
•Encourage a culture of continuous improvement
 ENGAGEMENT, RETENTION & SUCCESSION

•Employee Engagement & Retention:

•Foster motivation, recognition, and well-being
•Conduct engagement surveys and stay interviews
•Promote internal mobility and career growth

•Succession Planning:
•Identify high-potential employees
•Develop future leaders through mentoring and stretch roles
•Ensure leadership continuity and reduce risk of talent gaps
 SEPARATION & OFFBOARDING

• DEFINITION: MANAGING THE EXIT PROCESS WITH PROFESSIONALISM AND

STRATEGIC INTENT.
• KEY ACTIONS:
• CONDUCT STRUCTURED EXIT INTERVIEWS FOR FEEDBACK
• ENSURE KNOWLEDGE TRANSFER AND DOCUMENTATION
• REVOKE ACCESS AND RECOVER ASSETS
• MAINTAIN ALUMNI NETWORKS FOR FUTURE COLLABORATION OR REHIRING

• GOAL: LEAVE A LASTING POSITIVE IMPRESSION AND PRESERVE EMPLOYER

BRAND
 TALENT MANAGEMENT TOOLS

•Talent management tools support the end-to-end employee lifecycle—from hiring to retention.

•They streamline HR processes, improve decision-making, and enhance employee experience.

•Categories include:

•Recruitment & Onboarding

•Performance Management
•Learning & Development
•Engagement & Retention
•Succession Planning
•Analytics & Workforce Planning
 RECRUITMENT & APPLICANT TRACKING
TOOLS

•Help source, screen, and select the right candidates efficiently.

•Popular Tools:

•Recruitee – Collaborative hiring platform

•LinkedIn Talent Hub – Integrated sourcing and ATS
•Zoho Recruit – Customizable workflows for hiring
•Greenhouse – Structured interview kits and scorecards

•Features: Resume parsing, interview scheduling, candidate pipelines

 ONBOARDING & INTEGRATION TOOLS
• PURPOSE: TO ENSURE A SMOOTH TRANSITION FOR NEW HIRES, ACCELERATE PRODUCTIVITY, AND FOSTER
EARLY ENGAGEMENT.
• POPULAR TOOLS & FEATURES:
• BAMBOOHR
• DIGITAL ONBOARDING CHECKLISTS
• SELF-SERVICE PORTALS FOR NEW HIRES
• E-SIGNATURE AND DOCUMENT TRACKING

• WORKBRIGHT
• REMOTE ONBOARDING FOR DISTRIBUTED TEAMS
• MOBILE-FIRST DOCUMENT COLLECTION
• COMPLIANCE TRACKING AND REMINDERS

• ZOHO PEOPLE
• CUSTOMIZABLE ONBOARDING WORKFLOWS
• WELCOME KITS AND INTRODUCTORY VIDEOS
 PERFORMANCE MANAGEMENT TOOLS

• PURPOSE: TO ALIGN INDIVIDUAL AND TEAM GOALS WITH ORGANIZATIONAL STRATEGY AND DRIVE CONTINUOUS
IMPROVEMENT.
• POPULAR TOOLS & FEATURES:
• LATTICE
• GOAL SETTING USING OKRS
• 1:1 MEETING TEMPLATES AND FEEDBACK LOOPS
• REAL-TIME PERFORMANCE TRACKING

• PERFORMYARD
• CUSTOMIZABLE REVIEW CYCLES (ANNUAL, QUARTERLY, PROJECT-BASED)
• AUTOMATED REMINDERS AND MANAGER DASHBOARDS
• INTEGRATION WITH HRIS AND SLACK

• SAP SUCCESSFACTORS
• AI-ENABLED PERFORMANCE AND GOAL ALIGNMENT
• 360-DEGREE FEEDBACK AND CALIBRATION TOOLS
• SKILLS-BASED PERFORMANCE ASSESSMENTS
 LEARNING & DEVELOPMENT PLATFORMS

• PURPOSE: TO SUPPORT UPSKILLING, RESKILLING, AND LIFELONG LEARNING ALIGNED WITH BUSINESS NEEDS.
• POPULAR TOOLS & FEATURES:
• COURSERA FOR BUSINESS
• UNIVERSITY-CERTIFIED COURSES AND SPECIALIZATIONS
• SKILL-BASED LEARNING PATHS (E.G., DATA ANALYTICS, LEADERSHIP)
• INTEGRATION WITH LMS AND HR PLATFORMS

• LINKEDIN LEARNING
• 17,000+ PROFESSIONAL COURSES
• PERSONALIZED RECOMMENDATIONS BASED ON JOB ROLES
• INTEGRATION WITH LINKEDIN PROFILES AND SKILLS TRACKING

• ZOHO LEARN
• INTERNAL KNOWLEDGE BASE AND COURSE BUILDER
• ASSESSMENTS, CERTIFICATIONS, AND DRIP SCHEDULING
• MOBILE LEARNING AND DISCUSSION BOARDS
 ENGAGEMENT & RETENTION TOOLS
• PURPOSE: TO MEASURE EMPLOYEE SENTIMENT, BOOST MORALE, AND REDUCE TURNOVER THROUGH
CONTINUOUS FEEDBACK AND RECOGNITION.
• POPULAR TOOLS & FEATURES:
• CULTURE AMP
• SCIENCE-BACKED ENGAGEMENT SURVEYS
• ACTION PLANNING AND 360° FEEDBACK
• DEI AND PERFORMANCE MODULES

• OFFICEVIBE
• WEEKLY PULSE SURVEYS AND TEAM REPORTS
• ANONYMOUS FEEDBACK AND MANAGER COACHING TIPS
• INTEGRATION WITH SLACK AND MICROSOFT TEAMS

• TINYPULSE
• QUICK CHECK-INS AND “CHEERS FOR PEERS” RECOGNITION
• SENTIMENT TRACKING AND TREND ANALYSIS
• CUSTOMIZABLE SURVEY TEMPLATES
SUCCESSION PLANNING & TALENT MOBILITY
• PURPOSE: TO IDENTIFY, DEVELOP, AND RETAIN FUTURE LEADERS WHILE ENSURING BUSINESS
CONTINUITY.
• POPULAR TOOLS & FEATURES:
• IMOCHA
• AI-POWERED SKILLS ASSESSMENTS AND BENCHMARKING
• INTERNAL MOBILITY RECOMMENDATIONS
• SKILLS GAP ANALYSIS AND UPSKILLING PATHS

• CORNERSTONE ONDEMAND
• TALENT POOLS AND READINESS TRACKING
• SUCCESSION TEMPLATES AND 9-BOX GRID INTEGRATION
• CAREER PATHING AND DEVELOPMENT PLANS

• NINE-BOX GRID
• PLOTS PERFORMANCE VS. POTENTIAL
• HELPS IDENTIFY HIPOS AND DEVELOPMENT NEEDS
• USED IN TALENT REVIEWS AND SUCCESSION DISCUSSIONS
 TALENT ANALYTICS & WORKFORCE
PLANNING
• PURPOSE: TO USE DATA AND INSIGHTS TO MAKE INFORMED HR DECISIONS AND ALIGN WORKFORCE STRATEGY WITH
BUSINESS GOALS.
• POPULAR TOOLS & FEATURES:
• POWER BI
• CUSTOM HR DASHBOARDS AND VISUALIZATIONS
• INTEGRATION WITH EXCEL, HRIS, AND ATS
• REAL-TIME REPORTING ON KPIS LIKE ATTRITION, HIRING, AND TRAINING ROI

• ZOHO ANALYTICS
• PREBUILT HR DASHBOARDS (E.G., COST PER HIRE, ENGAGEMENT INDEX)
• ATTRITION AND PRODUCTIVITY TREND ANALYSIS
• INTEGRATION WITH ZOHO PEOPLE AND OTHER HR TOOLS

• WORKDAY PEOPLE ANALYTICS

• AI-POWERED INSIGHTS AND STORYTELLING
• DIVERSITY, RETENTION, AND PERFORMANCE METRICS
• BENCHMARKING AND PREDICTIVE ANALYTICS