Workforce and Talent Management - Practices
Workforce and talent management is a practice among the 34 practices in ITIL 4 that you don't need to know in depth for the foundation level exam. But we at itil.diontraining.com, brought to you by Dion Training, do not want to just skip it. So, here is an article that is going to cover it to give you a good general understanding of it.
Workforce and talent management is there to ensure that an organization has the right people with the appropriate skills and knowledge, in the correct roles to support its business objectives. This practice covers a wide variety of activities, focused on successfully engaging with the organization's employees and people-based resources, including how to plan for them, recruit them, onboard them, help them in their learning and development, ensure you're doing proper performance measurement of them, and doing succession planning.
There are a lot of resources dedicated to this, in fact the entire field of human resources rests inside of workforce and talent management. In a nutshell, your company and the entire organization is really nothing without its people. You want to make sure you have the best people, and that means you have to figure out how you're going to plan to recruit them. You need to recruit them, then you need to hire them and bring them onboard. Once they are onboard, you want to make sure that they're being adapted over time, by learning and developing their resources for better abilities and you'll want to measure their abilities to make sure you're getting the resources out of them in the manner that you expect, and that they're performing to the level they should.
All of these are things that are important inside workforce and talent management, because people are usually, and they should be, considered the number one resource of any company. Ask any organization or company what would happen to them if they lost a couple of their lead people. They would almost always answer that they definitely would be in really dire straits. You want to make sure you have the right people and you're developing new people to take over those roles when those people decide to leave your company or organization, and that's called succession planning.