 Digitized HR can be very useful in this process just to give some idea this data can be interesting that in 2015 venture capitalists invested about 2.5 billion dollars in 383 HR software deals. Do HR department says that they have a software needed to analyze the performance of their employees answer is yes and rise of super CFO consigns with the advent of the a spreadsheet applications related to HR resources human resources. These are some of the examples how HR processes and systems which directly contribute to talent management are digitized very popular websites are Antilow. CFO is a software for the intelligent recruiting job white link media for the application tracking and the recruitment process. So, these are the software which have artificial intelligence and machine learning incorporated in it they keep developing the insight based on the more and more data which is free rate to their systems retention can also be held by HR digitization one example is given of the Google. So, based on the HR analytics Google found that the new mothers are the one which have very high attrition rate so based on that analysis they increase the maternity leave for the employees and that has a very significant impact on the retention of the talented female employees in the organization. Similarly, a career development process can be enhanced by using HR digitized process by looking at the employee life cycle analysis any employee in an organization goes through some cycle first stage is entry socialization growth play to and looking at I am getting sometime new responsibilities or continuance of the play to so which are the talent which are the organization which are the employees having different stages of their career after certain years of age can give insight about who are the people who grow fastest who are the people who reach to play to at some point of their career all this analysis can be done with the HR being digitized. Similarly performance management can also be digitized and the more frequent interaction more feedback dynamic goal setting can be incorporated in the performance management system. There are a lot of organization like the Netflix, Microsoft in most of their functions they do not identify yearly objectives the performance objectives are set much more frequently instead of yearly sometime the objectives are set weekly monthly or quarterly because of the dynamic nature of market the expectation from different roles also keeps changing and that process can be helped by digitization process cultural transformation people first organization means learning and collaborative work work of human eyes at European retail bank showed that shared incentive structure lead to faster communication that led to greater productivity. So you can see the shared incentive structure is a tangible process culture is the combination of tangible and intangible processes and productivity is again a tangible outcome with the robust digitized HR with the robust analytics we can identify the impact of the tangible process on the intangible outcomes as well as the business outcomes there are few propositions for reflection at this point of time talent management process requires senior leaders involvement those as selecting leadership talent is dependent a lot on getting seniors also involved in the process this is because of many reasons number one senior leaders have an idea what is needed in the organization number two when senior leaders are involved in the selection process of the leadership talent they are their psychological contract about grooming that talent also that is pregnant number three senior leaders are more knowledgeable anyway because of their enhance because of their bigger perspective long-term orientation and their more knowledge about the organizational strategy and organizational direction. Second point of reflection is that hiring for leadership should be done not just for the functional or academic expertise hiring for leadership should be for organizational success and organizational growth so the perspective and attitude of leaders is equally important and that has to be considered at the time of talent acquisition or talent management because that has implication on the strategic success of the organization learning about the person's values and the behavior must be done before hiring so reference check or attitude survey or psychometric survey should be done before the final interview of the talent cultural assimilation is again a very important aspect of talent management process we can hire very talented people from outside of the organization but if they find that their values are not in line with the values of the new organization their best will not come as a result of that their performance suffers as well as in the long term their attitude and engagement also go down so cultural assimilation of the outsiders requires conscious effort that effort should be done from the very beginning of the employee life cycle that is from the socialization stage and then intermittently there has to be some orientation processes town halls address by the CEOs and many other clue through which organizational cultural values are constantly communicated to the employees now we will look at some of the operational tips related to effective talent management system first thing is candid conversation about who has the greatest leadership potential without the candid conversations we cannot identify the critical talent and as I mentioned before that candid talent conversation has to be done from the financial perspective from HR perspective as well as from the business perspective leadership development process just one example is of the center for cradle leadership lead for success process that includes awareness learning agility influence and communication these four aspects are found to be most important for any leader hence that has to be part of any leadership development process many organizations have their customized process and approach of leadership development and most of them incorporate some or other elements of this kind which are related to awareness learning fast learning innovation creativity commitment social concerns are responsible sense of responsibility towards the our different stakeholders their ability to influence and communication so some are in all the processes at least some aspect of these four process some aspect of these four elements are always there for the talent management process creating process and opportunity for the frequent and honest feedback is also a very important aspect of talent management talent management can be promoted most strongly by making it as an explicit part of leaders job it has to feature into the leaders performance appraisal leaders performance management system if organization has to if organization is committed to build a strong talent management system then there are many other ways of talent development or leadership development giving projects and assignment for the leadership development robust database of employees skill and expertise and interactive system which can give the gist of the skills and expertise of the different employees integration of the business review and people review only business review cannot give us the full picture about the future performance of the person so we need to have review of the personal quality that may include qualities of interaction attitude values and also the business review so personal review and business review must be combined to have that complete picture of the talent judging performance beyond numbers is related to the attitude of the employees and their emotion and the emotional capital or social capital they generate or they have in the organization these are some of the books some of the very famous books on the talent management you can take help of these books.