Certified in Talent Management

By Dr. Zulk Shamsuddin

Talent management includes all the ways that organizations bring employees on board, keep them happy and productive, and help them continue to develop their skills over time.
The Certified in Talent Management ™ is a gold-standard certification that demonstrates individual skills and knowledge in talent acquisition, onboarding and engagement, talent development, performance management, succession planning, and workforce planning.
It forms the basis of the assessment that applicants must pass to gain the Certified in Talent Management status and inclusion in the Directory of Certified Professionals of The Global Academy of Finance and Management ®.

Stand out from the crowd with the Certified in Talent Management ™ certification and get noticed by top recruiters.

• Language: English
• Publisher: Lulu.com
• Release date: May 31, 2022
• ISBN: 9781794840492

Book preview

Copyright © 2020 Zulk Shamsuddin, PhD / GAFM ACADEMY

All rights reserved.

ISBN: 9781794840492

INTRODUCTION

Talent management includes all the ways that organizations bring employees on board, keep them happy and productive, and help them continue to develop their skills over time.

The Certified in Talent Management ™ is a gold-standard certification that demonstrates individual skills and knowledge in talent acquisition, onboarding and engagement, talent development, performance management, succession planning, and workforce planning.

It forms the basis of the assessment that applicants must pass to gain the Certified in Talent Management status and inclusion in the Directory of Certified Professionals of The Global Academy of Finance and Management®.

Stand out from the crowd with the Certified in Talent Management ™ certification.

Benefits of becoming Certified in Talent Management

Personal recognition from your peers in HR management and other professions.

Enhanced CV to get noticed by top recruiters.

A framework for the development of your career.

International recognition.

Assurance for clients of high standards and ethical practice.

Use of the post-nominal CTM or Certified in Talent Management ™

Introduce yourself using this exclusive certification card during networking, business events, conference, training, and anywhere. Certification has its privileges.

Stand tall with confidence during networking and social events with the exclusive Certification Card.

TALENT DEVELOPMENT AS A DRIVER OF BUSINESS STRATEGY

Many organizations now see their internal talent as a competitive advantage that is critically important for delivering on existing business strategies. However, only a few see their internal talent as a major influence on driving or determining future business strategies. How can organizations evaluate current talent and build new business strategies around them? For example, a leading financial institution leveraged its existing internal fungible talent to pursue new businesses beyond the credit card industry. Human Resources is now being encouraged to step up to these opportunities and take a leadership role in shaping, rather than just responding to, business strategies. In this regard, Human Resources should be contributing to the company’s strategic direction as much as finance and product development by leveraging current talent to identify new strategic directions.

Key research questions are:

How can we identify the strategic opportunities that existing internal talent provides for the organization?

What are the talent characteristics and business conditions that can be combined to create new strategic opportunities?

What role can human resources take to exert influence on future business strategies?

Importance of Certification

Certificates and certifications, the names for these credentials sound confusingly similar. But there are important differences. Here’s what you need to know about these resume-enhancing options and how they might advance your career.

What is a Certificate?

Earning a certificate is about education. Certificates are academic credentials awarded by colleges, universities, or other educational institutions. Students in certificate programs learn new knowledge in a specific subject or discipline and earn a certificate by successfully completing the coursework. An ideal student for a certificate program is someone who is willing to go through the experience of growing their own skillset, being real about what they want to learn, and working with others, says Jennifer Diamond, an instructor for the UW Certificate in Project Management. Many certificate programs have few, if any, admission requirements, making them an excellent option if you want to move forward in your career. The programs are usually noncredit and take less time to complete than a degree. Certificates are commonly listed on resumes as education, and some meet education requirements for first-time or renewed certifications.

What is a Certification?

When you have the professional knowledge you need, a certification allows you to prove it.  Certifications indicate mastery of skills or standards. Professional certifications are granted by industry groups or career-related organizations. These groups assess your qualifications, usually through an exam or application process. Many certifications include the privilege to use a related designation following your professional title. Certification differs from a license, which permits you to work in a certain profession and is usually issued by the government or regulatory agencies.

Benefits of Certification

Certification helps in learning new technologies, skills, and abilities for a specific promotion. Earning a new certification or an advanced certification in a particular area of expertise can help in advancing your career.

Professional certification shows consumers and potential employers that you are committed to your profession and are well-trained. It gives them confidence in your abilities and knowledge. Certification makes you more valuable to employers, so you can expect to earn more than someone without certification.

Certifications can give you the chance to learn needed skills, and be a quick way to show employers you have those skills. On the other hand, certifications can require studying or coursework, and cost up to several hundred dollars to take.

GAFM ACADEMY is the certification training and certifying body for The Global Academy of Finance and Management which is a non-profit ISO-certified professional organization affiliated with other international accreditation organizations.  GAFM ACADEMY offers exclusive certifications accredited by the International Board of Certification Standards with European Quality Accreditation ISO 9001 and ISO 29990.

The certification program addresses the following skills and competencies that are required to be Certified in Talent Management.

Talent Acquisition

Onboarding and Engagement

Talent Development

Performance Management

Succession Planning

Workforce Planning

Application for Certification

https://gafm.com.my/application-for-certification/

The first process discusses the talent acquisition process which is comprised of the following sub-processes or recruitment activities:

Defining job requirements

Recruiting promising candidates

Interviewing

Evaluating candidates

Making the decision and offer

Defining Job Requirements

Before you can make a good hire, you need to know what you are hiring for. You also need to determine which skills and personal attributes will be a good fit with the requirements of the job and the organization. To define the job and its requirements, you need to understand:

the primary responsibilities and tasks involved in the job;

the background characteristics needed to perform the job (education and experience);

the personal characteristics required (for example, does the individual need to have strong interpersonal skills? Be highly intelligent?);

the key features of your organization’s culture (for example, team-orientation, degree of conformity, reward systems); and

your managerial style (for example, authoritative, coercive, democratic) and its implications for an effective working relationship.

Primary Responsibilities and Tasks

If you are looking to rehire for an existing job, take a look what the current incumbent is now doing and evaluate their job description, if one exists. But don’t simply accept either of these perspectives as definitive. Use the hiring opportunity to reevaluate the primary responsibilities and tasks of the job. Make sure you can answer the question, What does the employee have to do in this job?

Education and Experience

Education and experience are the two most critical background characteristics to consider when evaluating candidates. In the case of education, you may wish to specify a certain type of degree or a certain level. Be sure to ask yourself whether a specific educational background is truly necessary. Can you be flexible in this area, or can relevant experience be substituted for a certain educational background?

Experience requirements should be based on a thorough analysis of the specific tasks and responsibilities of the position. Which would be most desirable:

Industry experience?

Functional experience?

Large- versus small-company experience?

Industry and functional experience are particularly important for externally oriented positions requiring knowledge of products and competitors.

Personal Characteristics

Personal characteristics can indicate how the candidate will approach the job and how he or she might relate to coworkers.  Evaluate the following personal characteristics relative to the tasks and responsibilities you’ve listed for the job opening:

Analytical and creative abilities. A candidate’s abilities in these two areas determine how he or she assesses problems and comes up with new approaches to solving them.

Decision-making style. Decision-making style is very individual. Some people are extremely structured, analytical, and fact based; others rely more on intuition. Some make decisions quickly, while others ponder them for a long time. Some depend on consensus, while others seek their own counsel. It is critical to determine whether a particular style is required for success in the job and, if so, what it is.

Interpersonal skills. Since interpersonal skills and behavior are intimately connected, understanding a candidate’s interpersonal skills is an important part of the hiring decision process. To determine which interpersonal skills are most appropriate for a given position, think about the set of tasks that will be performed in the position. Which traits will translate into good performance, especially in view of the superiors, peers, and direct reports with whom the person will interact? For example, a controller should ideally be patient and formal, demonstrating careful, cautious, detail-oriented behavior. For a sales manager, high extroversion and low formality may be desirable.

Motivation. The candidate’s personal goals, interests, energy level, and job progression often demonstrate their level of motivation. So, ask yourself, "Does this job match the candidate’s personal aspirations? Would he or she do the job with enthusiasm and energy?

Develop a Job Description

Once you understand the position’s requirements, you are ready to create a job description. A job description is a profile of the job, its essential functions, reporting relationships, hours, and required credentials. This description will make it possible for you to explain the job both to potential candidates and to any recruiters you may be using to help identify candidates. In some cases, your organization may have a required format or a standard job description to use as a model.

A clearly written, results-oriented job description can shape the beginning of the employee relationship, and can help everyone understand the mission, culture, needs, and goals of the company. It can also form the basis of a legal termination of employment should that become necessary. Your job description should include the following:

job title, business unit, and the name of the organization

job responsibilities and tasks

hiring manager and reporting manager

summary of the job tasks, responsibilities, and objectives

compensation, hours, and location

background characteristics required

personal characteristics required

any professional certifications related to the job opening

Recruiting Promising Candidates

Gaining access to qualified candidates is critical to the success of your hiring effort. You can accomplish this by getting the word out through as many channels as possible. However, the word