Human Resource encompasses the role of managing talents. This is a joint responsibility of Human Resources and user department when managing talents.
I handle the talent management for companies that have operation in this region, namely, Singapore, Malaysia, Thailand, Indonesia, China and India. My clients generally do not feel the need to source for talent and manage the talent, till lately. Human Resources professions indicate that they initiate succession planning in view of the staff movement in East Asia quite rapidly.
You would wonder why Human Resource interested in succession planning and do the exercise every two years period, and not talent management. The small medium enterprises are limited in resources and they cannot afford to remunerate those highly talents as compared to multinational corporations (MNCs). Also they may not have a human resource department.The Human Resource would have an administration or accounting manager oversee the roles of Human Resource. Their roles in Human Resources would therefore be narrow – recruiting, administering and cessations of employment. With this narrow scope of human resources management, they would be to focus on succession planning. Succession planning is a pre-empt or contingency plan should any critical position becomes vacant.
How do we kick start the managing programmes?
- Take out the organisation chart and have a good look at your people profile and determine where each employee will be in the next 15 to 10 time
- Put down your assessment and projection of the employees movement and growth opportunity with the organisation
- Write down what training or development need of the “talent”
- Implement your growth plan
- Check your assumption, evaluation and gentle reminder for periodical review
The spotted talents would under stringent and high appraisal of his projected career path. Thereafter, Human Resource will assign a mentor to track his contribution and development.
Talent management provides the systematic way of development of his human resource.
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