TyroCity

Discussion on: Workforce Planning and Talent Planning

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Sachita_Bhattarai

Workplace planning is recruiting right number of people with the right skills in the right place at right time to acquire the desired results of an organization. It is the strategy used by the organization to anticipate the future needs of worker, utilize, and boost the workers effectively with advanced human resources technology. According to CIPD (2012), “Workforce planning is a core of human resource management that is shaped by the organizational strategy and ensures the right number of people with the right skills, in the right place at the right time to deliver short- and long-term organizational objectives.” Suppose there is a huge conflict and dissatisfaction among the employee of a certain company. At that time, the leaders need to appoint the HR for settling the disputes. The company cannot recruit a Finance manager and tell him to solve the problems because he HR is not his stream.

Talent planning is the process of recruiting the competent employee and working towards the achievement of a common vision. It helps in keeping and maintaining talented people in the organization. Talent planning includes providing training to the existing employee who has the potential and avoid recruiting people from the outside. It gives first priority to the people inside the organization and if the higher authority do not find anybody suitable for the job they go for outside recruiting. According to the International Journal of Business & Management, “ talent management is a set of integrated organizational HR process designed to attract, develop, motivate and retain the talented employees (David Leann Rachel, 2016).

Companies needs the right leaders who can drive their business plans forwards. Talent planning and management succession planning co-relate each other. Talent planning appoints talented and skillful people and succession planning provides opportunities to those trained and talented human resource. As Creelman (2004) said, “Talent management goes beyond a certain way of thinking within a set of activities.” In an organization when talented people are already appointed, it will be easy for the HR to immediately fill the vacant position. For example, in an organization, if the CEO of the company resigns from his post then the company with the help of talent and succession planning can select the other top-level managers as a CEO instead of searching completely new person. Finding new people will increase the expenses and waste the time of the company. Hence, to protect from those deviations, the company must follow the talent along with the succession planning.

References

CIPD. (2012). ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE. United Kingdom: Kogan Page.

Creelman, D. (2004). Return on Investment in talent management : Measures you can put to work right now ’ human capital institute27. IJCRB , VOL- 4 NO 1.

David Leann Rachel, N. P. (2016). Impact of talent Management on Organisation Culture. The International Journal pf Business & Management , Vol 4 Issue 2.