Introduction

Talent management can be defined as the application of incorporated strategies or systems

designed to increase workplace productivity by developing improved processes for attracting,
developing, retaining and utilizing people with the required skills and aptitude to meet current
and future business needs. In current organizational structure employee turnover is high and the
cost of replacement of employees are costing to the organization. As a percentage it cost more
than 60% than recruiting an employee. Therefore, it would identify what are the advantages of
using Talent management cycle for the organization. Moreover, “Talent Management Life Cycle
is a continuous process that deals with human capital in a comprehensive, holistic way ensuring
that both employee and employer gain the maximum benefit from their mutual association.”1

Those are -

 Connecting with candidate using collaborative recruitment strategies.

 Recruiting to find a person-organization fit as well as a person-position-
fit .
 Providing a genuine job screening as part of the recruitment process.

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  Including internal candidates in recruitment plans.
 Creating and maintaining a talent channel of skilled candidates.

Further, there should be link between Talent management cycle and the social media. That can
be identified as reach passive job seekers, Control costs, Source candidates for specialized areas,
hard to recruit positions and social medias supply easy methods to get rid from all hardships in
recruitment process.

According to Aberdeen, 51% of companies use social technology for internal and external
communication. Thus, social media can be used for more than just basic communication as
evidence by best in class companies who are using it throughout the employee lifecycle.
Basically, social media can be used to encourage human capital, increase efficiency, promote
effectiveness of employees and strength your company strategy.
Identifying steps in talent management life cycle and impact of social media for that.

Talent acquisition/ Recruitment and selection

As we all know there is a traditional way of recruiting employees to the company by calling
applications, short listening those applications and as a final step calling for the interviews. This
process waste the time of human resource department as well as the management of the
organization. Therefore, organizations try to ignore those old methods and adopting new
methods.

Online recruiting is one of the most famous system which we use to find quality candidates
though social media. According to Globalweblndex web page the average internet user has more
than 5 social media accounts. It proves that people are highly using social media to express their
thoughts. Those can be identified as LinkedIn, Facebook, Twitter. Now a day many companies
use social media to recruit candidates. Thus, there are merits as well as demerits. Because you
cannot exactly predict that all candidates are talented as they wish.
Let’s take LinkedIn as social media tool to illustrate the first element of talent management
cycle.

1. Participate in right conversation.

Company can achieve in LinkedIn groups and using hashtag are great ways to get your job
opening in front of candidates you want. Generally, LinkedIn is one of the most professional
network that every person can use easily to connect with professionals and choose most
suitable job to you. It creates lots of connections and companies also get a chance to select
most suitable candidates with high qualifications. Therefore, the mechanism in LinkedIn will
be successfully effective to the all job seekers as well as companies in existence.

2.promote the company culture

The first impression would be the most important part to decide whether you are willing to
work for that company or not. Therefore, companies can use social media such as Facebook
and promote their company culture and attach candidates.

LinkedIn recruiting tips

LinkedIn is the one of the best social media to recruiting process. Everyone who has
established career has a profile on the LinkedIn. A complete company page shows up in
LinkedIn and when you search up result will be given you an idea and searchers can access
to everything they need to know about your company.

Further, recruiters are able to use filters to find potential availability. As an example you can
search it by location which is near to you.

Moreover, companies can reach out with personal touch. Of course there are number of
qualified candidates in LinkedIn. Then, you can personally touch on each to identify the most
suitable one.

Advantages of using LinkedIn

 Can be reach to passive candidates

 You can find passionate people and creative people
  Before reach out them you will know the personal profile of them
 You can find candidates who are fit to the culture
 At the first step you can filter the bad candidates
 Save money and time of the company.

On – boarding

On boarding is the action or process of integrating a new employee into an organization or

familiarizing a new customer or client with one’s products or service.

On boarding or induction is most important part of talent management cycle. For that
organizations use tools such as network maps. Further, organizations use two methods to on
boarding employee.

1.providing access to an online knowledge base.

2.connecting to an internal social network to connect online and ask questions.

In traditional practice regarding on boarding you might take days and weeks to meet
subordinates and authorized people in the organization. 85% of new hired employees decide
whether to stay or leave from the organization within first six months. Therefore, on boarding is
very important to each and every employee.

There are few tips which can organizations use to have proper in boarding programs.

Using LinkedIn and doing on boarding to new candidates

Firstly, you should invite your new hires to join on online community. In here they can connect
with their peers, get tips from those who just went through what they are experiencing and make
new connections that can translate into the physical world, helping them get to productivity
faster. By joining online social community new candidates can be solving complex problems by
asking questions.

To implement above mentioned activities you can use LinkedIn to create private group or you
can make WhatsApp or Viber group to make connections. If those people are Millennials (a
person reaching young adulthood in the early 21st century.) it will be easier to do on boarding by
using social media. Hence they are very familiar with those networks. Thus it might very hard to
introduce those networking system to X and Y generations.

Moreover, by encouraging new hires to share their work, though blogs and other social media
channels will contribute to their learning and growth.

LinkedIn postings about company website assists the new hire to clearly understand the
company culture and familiarize himself with the organization’s mission, vision and goals.
Training and development

Currently, number of organizations successfully using social media to their training and
development. Social media has been used before, during and after training sessions as an
innovative and effective methods for delivering content.

There are number of ways train and developed person to gain high productivity. According to
survey by ATD Research, nearly half of learning leaders provide instructions on using social
media for learning.

As we discuss in on boarding level virtual on boarding is one of the most initial training method
by using PERISCOPE OR FACEBOOK LIVE, provide a video tour of the office, introduce
coworkers and give general sense of day to day works is a better start.

Then you can create a private group on LinkedIn for participants in a training class to get to
know each other. It will be powerful aspect to team building and collaborative learning.
You can make LinkedIn group for post training Q & S and discussions. And you could go step
further and turn this into visual sense by uploading selfie videos and create safe learning
environment without participating to classroom (job training) programs.

There are geographical barriers to train people in different branches. They could not be able to
attend for the lecture which is doing by senior manager in headquarters. Then, you can use a tool
such as Skype or google hangout.

Further, social media allows employees to competition, contests, games and challengers to be
create. Specially FACEBOOK and TWITTER are famous social medias to provide games as a
learning method.

Performance management

The goal of the performance management system is to increase the performance at an individual
and an organizational level. Moreover, the performance management system impacts
productivity, customer satisfaction, employee job satisfaction, product and service quality,
innovation, and financial performance. And also Managers complain about how time-consuming
performance reviews are. Therefore, organizations are willing to introduce social performance
management feedback methods.
Social performance feedback. By using this method employee can hear number of feedbacks
from any number of people. social media sites such as Facebook, LinkedIn and Yammer, SPM
systems allow employees to exchange information quickly and easily, promotion ongoing
dialogue, coaching and recognition. In their organizations, all employees can share information
going from goals to feedback to positive recognition. As most employees use social media to
communicate in their flexible time, the ramp-up time for Social performance feedback is
minimal. Employees view these types of social systems as a wealth of feeling connected.

“Social performance management systems allow managers and employees to establish and share
goals with each other and track progress in real time. People at all levels are able to provide
timely feedback and recognition, making it spontaneous and interactive. The process resembles
having a conversation rather than capturing records after the fact. Similar to Facebook, people
can comment on or “like” individual recognitions or other content.”2

In situations where employees are falling very short of their goals—and may be at risk of getting
fired—HR and the manager must work together to handle that process separately and offline,
perhaps using conventional tools such as verbal and written warnings and/or a performance
improvement plan with specific deliverables and timelines included

There are variety of software platforms such as YOUEARNEDLT, WOOBOARD that digitally
leverage game elements and social tools to enhance an organization performance and rewards.

Succession planning

Creating future leaders are an easy task to the organizations. Therefore, currently organizations
use several ways to implementing social media to enhance leadership of the organization.

As an example junior leaders and more senior leaders can get to gather and make a LinkedIn or
Facebook group to learn the philosophies, styles and experiences of senior leaders. Leaders in all
levels can form cross generational mentoring group. From that junior leaders will be increase
their effectiveness and efficiency to be more success.

Talent development

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https://www.shrm.org/hr-today/news/hr-magazine/pages/0814-social-performance-management.aspx
Tools like LinkedIn, Facebook pave the way for your organization to facilitate knowledge
sharing, coloration and learning and its directly impact on organizational development.

Conclusion

According to above clarifications, its emphasized that social media is one of the important tool
which help each and every company to increase their productivity. Within past decades it was
not such prominent role of business environment. Thus, at present, social media like LinkedIn,
Facebook, twitter can be used as most important tools to communicate. When it comes to talent
management life cycle, within whole process you can’t enough the important of social media. Of
course now a day the trend is communicate through social media.

Advantages

 Increase job visibility

 High quality candidates
 Reduce the cost of hire
 Easy to screen your candidates
 Improving human capital planning and placement
 Online training programs are effective and efficient

Those benefits are not only do manage talents in terms of recruitment but it also nurtured talent
by online programs and innovation in human resource management practices