A NEW FRAMEWORK FOR TALENT MANAGEMENT

A New Framework for Talent Management



Executive Summary

Managing talent is rather like managing business strategy. You need to be objective and far sighted. Once you understand what market you are in, what products and/or services you are offering, and what the core competencies are that you need to meet current and future business objectives, you can see what talent you currently hold in your business, and whether there are any gaps. With proper management, talent enables your strategy to come alive. This article explains how to identify talent among your team and put it to use. Human Resource (HR) applications can be used to provide fair and consistent decisions, and to improve the effectiveness of decision making processes. Besides that, among the challenge for HR professionals is to manage organization talents, especially to ensure the right person for the right job at the right time. For that reason, in this article, we attempt to describe the potential to implement one of the talent management tasks i.e. identifying existing talent by predicting their performance as one of HR application for talent management.

A New Framework for Talent Management

Introduction

Recently, research in Human Resource (HR) applications that are embedded with different techniques can solve unstructured and indistinct decision making problems. These applications can help decision makers to solve inconsistent, inaccurate, inequality and unpredicted decisions. In the advancement of AI technology, there are many techniques that can be used to upgrade the capabilities of HR application. Knowledge Discovery in Database (KDD) or Data Mining is one of AI technology that has been developed for exploration and analysis in large quantities of data to discover meaningful patterns and rules. In actual fact, such data in HR data can provide a rich resource for knowledge discovery and decision support tools. So far, the techniques and application of Data Mining have not attracted much attention in Human Resource Management (HRM) field. In this study, we attempt to use this approach to handle the issue in managing talent i.e. to identify existing talent by predicting their performance using the past experience knowledge.

A New Framework for Talent Management

DiTomaso (2001) mentions basically, HRM is a comprehensive set of managerial activities and tasks concerned with developing and maintaining a competent workforce-human resource. HRM aims to facilitate organizational competitiveness; enhance productivity and quality; promote individual growth and development; and complying with legal and social obligation. Besides that, in any organizations, they need to compete effectively in term of cost, quality, service or innovation. All these depend on having enough right people, with the right skills, deployed in the appropriate locations at appropriate points in time (DiTomaso, 2001).

Nowadays, in HRM field, among the challenges of HR professionals are managing talent, especially to ensure the right person for the right job at the right time. These tasks involve a lot of managerial decision, and which it is sometime very uncertain and difficult to make the best decisions. In reality, current HR decision practices depend on various factors such as human experience, ...