Introduction
Talent management is one of the most important aspects of any company, which may guarantee the further growth and flourish of the organization. The proper planning and the organization of the talent management processes provide an opportunity to expand the possibilities of the firm since human capital is a rather valuable resource in modern business (Talent Management, 2021). Thus, the paper aims to analyze the importance of talent management and create a plan for the Qatar Steel company.
Qatar Steel
Qatar Steel is recognized for offering certified world-class plain systemic and manufacturing steel solutions in the Qatar Steel Industries. In particular, aluminum plates, armature windings, corrugated roofing sheets and chain link fencing (Qatar Steel Company, n.d.). Renowned contracts and projects dot the area attest to their popularity and quality. Manufacturing-focused industries like Qatar Steel Factories must be built on a system of consistently good management that is offered at a high value. The components for this have been refined for almost 50 years at Qatar Steel Industries Factory (Qatar Steel Company, n.d.). At the same time, the advanced technological integration, skilled human resource, and innovative practices have given the advantage of positioning as a major market player.
The company is driven to improve and seek the best methods and human capital, source high-quality raw resources, assimilate the most effective technology and produce value that maintains the current clientele and attracts new ones. Ethical practices include upholding the highest customer satisfaction standards, making the best products available, maintaining and growing a reliable distribution network, and developing value that appeals to the global market (Qatar Steel Company, n.d.). That is what the Qatar Steel Industries Factory hopes to accomplish and what the company continuously strives to maintain the brand on a high level.
Importance of Talent Management
Attracting and retaining top talent, enhancing their skills, and consistently inspiring them to perform better is all part of the ongoing talent management process. The main goal of talent management is to develop a committed workforce that will stick with the business over the long term. A healthy organization relies on effective talent management on several levels. In today’s corporate world, there is intense competition, and many HR professionals concur that there is a constant search for talent because there are so many open positions and not enough qualified applicants to fill them.
As a result of the competitive job market, hiring can be a time-consuming and expensive process. The ongoing battle on talent is to get the talent acquisition piece right to recruit and retain high talent. The greatest asset that will make the company more productive is people. If not utilizing the workforce effectively and not having a strategic plan in line with the business strategy, there is a risk of losing out on opportunities.
Strategy and Planning
The first aspect is planning, which aligns with the organization’s overall goals and talent management model. Looking for talent with the appropriate skills and experience with the proper planning is necessary. Additionally, it helps to evaluate current workers to determine what benefits the business. For instance, if certain types of employees tend to stay in the company longer, it is crucial to make plans to hire more people who fit that description.
There is also a need to decide what categories of hires the company requires and the roles they should play. In order to find suitable candidates, HR branding is useful in creating targeted advertisements and posting them on reputable job sites. Additionally, one of the effective strategies is to plan interviews and other methods to find the ideal candidate for the position (Talent Management, 2021). However, it could be possible to train current workers to prevent the need to hire any new ones. Still, when the new employees arrive, being prepared for new hires as soon as they join the company will aid in helping them feel orientated. Thus, it is critical to determine the tasks to assign them, plan training sessions, and designate current employees to assist new hires with their transition.
Talent Acquisition
It is not always as straightforward as looking for a replacement when one employee leaves the organization. For instance, requirements could change, or staff members could be given new responsibilities. Talent management ensures that the company always has enough employees to handle all operations and avoids overburdening them with work that could make them unmotivated. The right approach will help to recruit the precise kind of employees needed for the company. There is a need to recognize how to gain more visibility so that it is possible to promote the business as a top place to work. Making the company more approachable is the main factor to consider here. There is still a need to create a positive experience even if someone is unsuitable for a specific position (Talent Management, 2021). Then there is the chance to hire these applicants for additional jobs or use them as recruiters for other talents.
Employee Development
The model’s development component entails taking action to support talent development within the business. It should align with the employee development plan and include redistributing the positions that specific employees might move into in the future (Talent Management, 2021). Additionally, talent management considers factors that will keep staff members at the business motivated and willing to go above and beyond because providing value to employees is essential. For new hires to have a positive first impression of the company, motivation also requires effective onboarding, and they will be more willing to work hard.
Retaining
Long-term employee retention is another goal of talent management because employees must continue to feel that working for the company is fun and fulfilling. It is possible to keep employees happy at work through rewards, incentives, motivational strategies, guaranteeing job satisfaction, and enhancing company culture (Talent Management, 2021). Moreover, it is frequently simpler to contribute to the professional growth of the existing employees than to find new talent. Additionally, even if the company hires the best talent, they will probably want to learn new skills in their new position. It is important to create an interactive environment for employees by planning opportunities for them to learn and develop through meetings, courses, and an educational management system.
Succession Planning
There is a need to prepare for employees’ transitions after hiring and honing their skills. It includes developing staff members to take over when a senior employee retires, for example.
The main goal is to keep their knowledge within the company; this process is known as knowledge management. Improving employee performance by providing opportunities for lifelong learning, such as knowledge management, is also necessary. It is crucial to have a strategy in place before promoting employees or transferring them to a different position, division, or office (Talent Management, 2021). One important step is performing an exit interview with the departing employee to learn what went wrong. This will prevent from having the same problem in the future.
Conclusion
Overall, talent management is one of the most crucial elements of any business, which may ensure the organization’s continued expansion and success. Building a loyal workforce that will stick with the company for a long time is the main objective of talent management. Each business will uniquely approach this. Given that human capital is a rather valuable resource in modern business, the proper planning and organization of the talent management processes present an opportunity to increase the company’s possibilities.
References
Talent Management. (2021). Valamis.