Skip to main content

Total Talent Management: The Journey has just started

‌The fast changing nature of work, fueled by technology disruption has led to a dire shortage of people with relevant skill sets. As a result, organizations now a days, are not really concerned about the type of talent they want to engage (it can range from temp worker to IC to an SOW worker), but on the skill set that they bring in. This is nothing new but, Total Talent Management (TTM), which has been the buzz word in the HR circles for past many years. It has been touted as the silver bullet which will solve for all talent related challenges of the organization, particularly talent shortage.

While TTM promised immense benefits, there was nothing concrete happening in terms of achieving TTM. However, in the last 12-18 months, things have changed considerably for the positive. There are changes underway at large organizations which will enable them to focus on bringing in the right skill set at the right time. These changes include reorganization in the HR and procurement department and having a specialized team of stakeholders from both departments to operationalize the  total talent acquisition strategy. The other major change is in terms of technology where the standalone ATS and VMS capabilities are being combined augmented by analytics to make right decisions about the skill set requirement concerning a particular business need and the kind of talent best suited to meet those needs. However, the most important change that has happened is in terms of the mindset change where senior stakeholders across the organization are willing to look at all talent related decisions in a holistic manner.

These are encouraging signs for the proponents of TTM and also for enterprises looking to leverage the benefits of having a holistic approach to talent management. However, these enterprises have just started and will face multiple adversities in their quest to achieve TTM. It will be interesting to see how they traverse through these challenges and how the different aspects of their TTM solution evolve through out their journey. Stay tuned as I update you on these organizational journeys and also discuss additional elements of the TTM equation.

Labels:

Comments

Post a Comment

Popular posts from this blog

Recruitment Technology Needs Orchestration

The whole is greater than the sum of its parts can't be more true in the current technology landscape. We have IoT which is a combination of multiple technologies to achieve an outcome which can't be fathomed through these individual technologies. There are multiple such examples where we see multiple technologies interacting with each other to produce a result which is considerably more powerful and has much more significant impact than any of these individual technologies. We are seeing similar results being produced in IT departments of organizations. Traditionally, the focus was to bring in softwares or technologies fulfilling a single need. These technologies often worked in silos without any interactions with their adjacent systems and produced sub par results. IT organizations realized this and moved to a systems thinking approach where multiple technologies can be arranged through a systematic approach to achieve more than the sum of individual parts. This is also known...
Post a Comment
Read more

Intelligent Automation in Talent Acquisition

Organizations looking to optimize their recruitment function through use of digital technologies often get to hear terms like Intelligent Automation (IA) or Smart Automation (SA) from marketing honchos and are promised the world through leverage of these technologies. However, most of the leaders are no wiser after hearing these market pitches and some of them even waste millions of dollars in implementing these technologies without low or no success. The issue lies in the limited understanding of these terms, what does they entail and what should be the nature of use and implementation which can result in ultimate success of these automation initiatives. Intelligent or smart automation can be considered as a set of new and emerging technologies such as Robotic Process Automation (RPA), Natural Language Processing (NLP) and machine learning. These different set of related technologies combine to achieve IA. IA can be leveraged across different parts of the rec...
Post a Comment
Read more

Zero Talent Shortage Through Talent Analytics

Consider a scenario where a recruiter is hiring for high-end niche role such as a “data scientist” facing humongous talent shortage. What is your first reaction? The disadvantaged recruiter won’t be able to find a suitable candidate for this role. What if I tell you that recruiter does not need to panic and can have multiple suitable candidates to fulfill the skill requirements of this role. The key to what I just suggested is the “skill requirement” part. I am not suggesting that the recruiter can get candidates who are currently working as data scientist, but recruiter can target candidates who have the requisite skill set as that of a data scientist but are working in different areas. The fruition of this idea can empower recruiters and help them achieve the unthinkable – “zero talent shortage”. Now, while we have dreamed of achieving the unthinkable, it is time to face the reality and really understand, what on the earth can help us achieve the unthinkable. The answer...
Post a Comment
Read more