Design And Implementation Of A Distributed Recruitment Management System

2.5.1    Data Mining and Talent Management/Recruitment
In any organization, talent management has become an increasingly crucial approach in HR functions. Talent is considered as the capability of any individual to make a significant difference to the current and future performance of the organization (Lynne, 2005). In fact, managing talent involves human resource planning that emphasizes processes for managing people in organization. Besides that, talent management can be defined as a process to ensure leadership continuity in key positions and encourage individual advancement; and decision to manage supply, demand and flow of talent through human capital engine (Cubbingham, 2007).
TP Track Research Report has found that among the top current and future talent management challenges are developing existing talent; forecasting talent needs; attracting and retaining the right leadership talent; engaging talent; identifying existing talent; attracting and retaining the right leadership and key contributor; deploying existing talent; lack of leadership capability at senior levels and ensuring a diverse talent pool (A TP Track Research Report 2005).
The talent management process consists of recognizing the key talent areas in the organization, identifying the people who constitute key talent, and conducting development activities for the talent pool to retain and engage them and also have them ready to move into more significant roles (Cubbingham, 2007). These processes involve HR activities that need to be integrated into an effective system (CHINA UPDATE, 2007) (Fig. 2).
In this study, we focus on one of the talent management challenges i.e. to identify the existing talent by predicting their performance using previous employee performance records in databases. In this case, we use the past related employee data regarding on their talent by using classification technique in data mining.