An experienced HR Practitioner, an Administrator, and a seasoned Marketer with over 8 years cognate post graduation experience mostly in the Telecommunications, Marine and Oil & Gas industries. Functions well as a strategic partner, change agent, administrative expert and employee champion. Fully understands the values and tenets of Human Resources and Administration that drive organizations. An expert in Policy writing and implementation, recruitment and selection, staff orientation and induction, staff training and development, employee talent management, employee retention, succession planning, staff welfare issues, disciplinary matters as well as disengagement related matters. A good administrator with experiences in protocol, logistics and related issues. Have been involved in the formulation and implementation of Human Resources strategies that can move any company forward in the present dynamic and competitive business environment. Involved in career development; reward, compensation systems; and learning & development programmes. A team builder and team player with proven leadership and project management abilities. My background education in Business Administration has equipped me with capabilities to work very well with budgets and achieve target within a given time frame.
It is not always easy to come up with a concise and straightforward definition of terms such as the above, more so when there are a lot of authorities who are involved in giving different constructive views of such terms.
In simple but concise terms, Talent Management (TM) is the harmonization and management of talents in a firm, company or organization. Talents here comprises employee educational qualifications, skills, strengths, trainings acquired, traits, habit, motive, knowledge, abilities, potentials etc. It is very true that all activities carried out in an organization revolve around Talent Management.
Every organization practices TM in one-way or the other. The difference between an organization and another is mostly in the area of the degree of involvement. In so far as a firm is involved in Recruitment, Selection, Placement, Training and Development, Performance Management, Reward / Compensation /Benefit handling, then Talent Management is practiced.
Essentially Talent Management involves;
· Recruiting: Does the firm have a formal recruitment processes to recruit internally or externally?
· Career Management: Is there clarity in the career path for the employees?
· Succession Planning: Are there clear-cut plans for who steps into which position at which time. This involves matching current potentials with future organizational demands.
· Performance Management: This should be able to tell us how each staff performs in his/her present responsibilities. A very good performance Management should be able to unfold the following; those who need to be rewarded, those who need to be cautioned, those who need additional responsibilities, Staff training and development needs, Promotions, Demotions etc.
· Reward Management: Talent Management will not succeed without a system that clearly defines performance results. Average, Superior and Outstanding performers in an organization should be rewarded differently otherwise outstanding performers for instance will not be motivated to work harder.
TM should not be solely the work of the HR department alone, all Middle and Line Managers have roles to play in every successful TM in an organization.
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