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Vic Clesceri

๐—ฆ๐˜‚๐—ถ๐˜๐—ฒ ๐—ผ๐—ณ ๐—œ๐—ป๐˜๐—ฒ๐—ด๐—ฟ๐—ฎ๐˜๐—ฒ๐—ฑ ๐—ง๐—ฎ๐—น๐—ฒ๐—ป๐˜ ๐— ๐—ฎ๐—ป๐—ฎ๐—ด๐—ฒ๐—บ๐—ฒ๐—ป๐˜ (๐—œ๐—ง๐— ) ๐—œ๐—ป๐—ณ๐—ผ๐—ด๐—ฟ๐—ฎ๐—ฝ๐—ต๐—ถ๐—ฐ๐˜€

Integrated Talent Management is a comprehensive approach to managing an organizationโ€™s talent to align with its strategic goals. It focuses on coordinating various HR processes to optimize employee performance.


The five components of ITM are Workforce Planning, Talent Acquisition, Talent Development, Performance Management, and Succession Planning.


โ–ช ๐—ช๐—ผ๐—ฟ๐—ธ๐—ณ๐—ผ๐—ฟ๐—ฐ๐—ฒ ๐—ฃ๐—น๐—ฎ๐—ป๐—ป๐—ถ๐—ป๐—ด:ย Involves analyzing current workforce capabilities and forecasting future needs to ensure the organization has the right talent to achieve its strategic objectives.


๐Ÿค ๐‘‡๐‘Ž๐‘™๐‘’๐‘›๐‘ก ๐‘€๐‘Ž๐‘ก๐‘โ„Ž:ย Identify gaps between current skills and future requirements, guiding recruitment and development efforts.

๐Ÿ”„ 360 ๐ด๐‘ ๐‘ ๐‘’๐‘ ๐‘ ๐‘š๐‘’๐‘›๐‘ก๐‘ :ย Provides comprehensive feedback on workforce competencies, aiding in identifying areas for growth and improvement.

๐ŸŽ“ ๐ฟ๐‘’๐‘Ž๐‘‘๐‘’๐‘Ÿ๐‘ โ„Ž๐‘–๐‘ ๐ถ๐‘œ๐‘š๐‘๐‘’๐‘ก๐‘’๐‘›๐‘๐‘–๐‘’๐‘ :ย Defines the skills and behaviors needed for future leaders, informing workforce planning decisions.


โ–ช ๐—ง๐—ฎ๐—น๐—ฒ๐—ป๐˜ ๐—”๐—ฐ๐—พ๐˜‚๐—ถ๐˜€๐—ถ๐˜๐—ถ๐—ผ๐—ป:ย Focuses on attracting, recruiting, and hiring the right talent to meet organizational needs.


๐Ÿค ๐‘‡๐‘Ž๐‘™๐‘’๐‘›๐‘ก ๐‘€๐‘Ž๐‘ก๐‘โ„Ž:ย Ensures candidatesโ€™ skills and experiences align with job requirements and organizational culture.

๐Ÿ”„ 360 ๐ด๐‘ ๐‘ ๐‘’๐‘ ๐‘ ๐‘š๐‘’๐‘›๐‘ก๐‘ :ย Evaluate potential hires from multiple perspectives, ensuring a well-rounded view of their capabilities.

๐ŸŽ“ ๐ฟ๐‘’๐‘Ž๐‘‘๐‘’๐‘Ÿ๐‘ โ„Ž๐‘–๐‘ ๐ถ๐‘œ๐‘š๐‘๐‘’๐‘ก๐‘’๐‘›๐‘๐‘–๐‘’๐‘ :ย Guides the selection criteria to ensure new hires possess the necessary leadership qualities.


โ–ช ๐—ง๐—ฎ๐—น๐—ฒ๐—ป๐˜ ๐——๐—ฒ๐˜ƒ๐—ฒ๐—น๐—ผ๐—ฝ๐—บ๐—ฒ๐—ป๐˜:ย Involves training and development initiatives to enhance employeesโ€™ skills and capabilities.


๐Ÿค ๐‘‡๐‘Ž๐‘™๐‘’๐‘›๐‘ก ๐‘€๐‘Ž๐‘ก๐‘โ„Ž:ย Identifies skill gaps and aligns development programs with career paths and organizational needs.

๐Ÿ”„ 360 ๐ด๐‘ ๐‘ ๐‘’๐‘ ๐‘ ๐‘š๐‘’๐‘›๐‘ก๐‘ :ย Provides ongoing feedback for personal and professional growth.

๐ŸŽ“ ๐ฟ๐‘’๐‘Ž๐‘‘๐‘’๐‘Ÿ๐‘ โ„Ž๐‘–๐‘ ๐ถ๐‘œ๐‘š๐‘๐‘’๐‘ก๐‘’๐‘›๐‘๐‘–๐‘’๐‘ :ย Shapes development programs to build future leaders with the required competencies.


โ–ช ๐—ฃ๐—ฒ๐—ฟ๐—ณ๐—ผ๐—ฟ๐—บ๐—ฎ๐—ป๐—ฐ๐—ฒ ๐— ๐—ฎ๐—ป๐—ฎ๐—ด๐—ฒ๐—บ๐—ฒ๐—ป๐˜:ย Encompasses the processes used to evaluate and improve employee performance.


๐Ÿค ๐‘‡๐‘Ž๐‘™๐‘’๐‘›๐‘ก ๐‘€๐‘Ž๐‘ก๐‘โ„Ž:ย Aligns individual performance goals with organizational objectives.

๐Ÿ”„ 360 ๐ด๐‘ ๐‘ ๐‘’๐‘ ๐‘ ๐‘š๐‘’๐‘›๐‘ก๐‘ :ย Offers comprehensive performance feedback from multiple sources.

๐ŸŽ“ ๐ฟ๐‘’๐‘Ž๐‘‘๐‘’๐‘Ÿ๐‘ โ„Ž๐‘–๐‘ ๐ถ๐‘œ๐‘š๐‘๐‘’๐‘ก๐‘’๐‘›๐‘๐‘–๐‘’๐‘ :ย Sets performance standards based on leadership expectations.


โ–ช ๐—ฆ๐˜‚๐—ฐ๐—ฐ๐—ฒ๐˜€๐˜€๐—ถ๐—ผ๐—ป ๐—ฃ๐—น๐—ฎ๐—ป๐—ป๐—ถ๐—ป๐—ด:ย Focuses on identifying and developing future leaders to ensure organizational continuity.


๐Ÿค ๐‘‡๐‘Ž๐‘™๐‘’๐‘›๐‘ก ๐‘€๐‘Ž๐‘ก๐‘โ„Ž:ย Maps current talent to future leadership roles, ensuring readiness for transitions.

๐Ÿ”„ 360 ๐ด๐‘ ๐‘ ๐‘’๐‘ ๐‘ ๐‘š๐‘’๐‘›๐‘ก๐‘ :ย Assesses potential successorsโ€™ readiness and development needs.

๐ŸŽ“ ๐ฟ๐‘’๐‘Ž๐‘‘๐‘’๐‘Ÿ๐‘ โ„Ž๐‘–๐‘ ๐ถ๐‘œ๐‘š๐‘๐‘’๐‘ก๐‘’๐‘›๐‘๐‘–๐‘’๐‘ :ย Identifies key competencies required for leadership roles and prepares successors accordingly.



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