Talent Management and Workforce Optimization at Telkom Introduction Telkom, a leading multinational organization in the technology sector, has been facing challenges in attracting and retaining top talent. To address these issues, the company has revamped its recruitment, selection, training, performance measurement, and compensation strategies. This case study explores the processes involved and the factors that impact each aspect of talent management. Recruitment and Selection Processes Telkom follows a structured recruitment and selection process to ensure the acquisition of top-tier talent. The process includes: 1. Job Analysis and Workforce Planning: The HR department conducts job analysis to determine the required skills and qualifications, aligning them with business goals. 2. Sourcing Candidates: The company uses multiple sourcing channels, including job portals, employee referrals, social media, and recruitment agencies. 3. Screening and Shortlisting: Initial screenings include resume evaluation and preliminary interviews to shortlist suitable candidates. 4. Assessment and Interviews: Shortlisted candidates undergo technical and behavioral assessments, followed by structured interviews with hiring managers. 5. Selection and Offer: The final candidates are selected based on merit and organizational fit. They receive job offers with details on compensation and benefits. 6. Onboarding and Induction: New hires participate in an onboarding program to familiarize themselves with the company's culture, policies, and expectationsFactors Impacting Recruitment and Selection Economic Conditions: Market demand for skilled professionals affects recruitment. Technological Advancements: AI-driven recruitment tools enhance efficiency. Legal and Ethical Considerations: Compliance with labor laws and diversity policies is essential. Organizational Culture: Company values influence the selection process. Training and Development Processes and Methods Telkom invests in continuous employee development through structured training programs: 1. Needs Assessment: Identifies skill gaps through performance evaluations and employee feedback.2. Training Design: HR collaborates with department heads to design relevant training modules. 3. Delivery Methods: o On-the-Job Training: Coaching, mentoring, and job rotation. o Classroom Training: Workshops and seminars for theoretical knowledge. o E-learning Modules: Online courses for self-paced learning. o Leadership Development Programs: Training future leaders through specialized programs. 4. Evaluation and Feedback: Training effectiveness is assessed through surveys, tests, and performance improvements. Performance Measurement Approaches Telkom employs various performance measurement approaches: Key Performance Indicators (KPIs): Measuring employee productivity and efficiency. 360-Degree Feedback: Gathering feedback from peers, managers, and subordinates. Management by Objectives (MBO): Aligning employee goals with organizational objectives. Balanced Scorecard: A comprehensive approach incorporating financial and non-financial metrics. Self-Assessment and Appraisals: Encouraging employees to reflect on their performance. Compensation System and Strategy The company's compensation strategy is designed to attract and retain talent while ensuring fairness and competitiveness: Base Salary: Determined by industry standards and job roles. Performance-Based Bonuses: Rewarding high performers with incentives. Equity Compensation: Stock options for senior employees. Benefits and Perks: o Health and wellness programs. o Retirement benefits and pension plans. o Work-life balance initiatives, including remote work options. Conclusion Telkom's structured approach to recruitment, training, performance management, and compensation has enhanced employee satisfaction and organizational productivity. By continuously adapting to industry trends and workforce needs, the company ensures long-term success in talent management.

1.1. Explain how Telkom aligns its recruitment strategy with business goals (15)

1.2. Analyse the external factors that impact Telkom's recruitment and selection processes (10)