Talent Management System (TMS) and HRD (human resources department): are the two really the same? Many business owners who are interested in this newer system ask exactly this question. After all, managing employees is never-ending work. As long as a company has a vision and mission to keep moving forward, one thing that must be given serious attention is the management of the company's own resources. When you hear the word resources, you most likely think of HRD.
So how is it different from the Talent Management System, known in Indonesian as Sistem Manajemen Bakat?
Differences in Structure
The first difference you can observe is in structure. HRD is a function that focuses mainly on recruitment, training, and retention. A talent management system, by contrast, is not concentrated in one department. Instead, it is spread across every division of the company. Because the system is integrated across divisions, each division takes part in and is responsible for activities related to the company's structure.
Differences in Responsibility
In terms of responsibility, HRD handles administrative tasks, from salary payments, breaks, and allowances to employee complaints and more. A Talent Management System, on the other hand, focuses on how the company can keep growing. Every resource has the potential to develop into a better version of itself. With the best talent in place, the company can become even stronger than before.
Differences in Implementation
As is well known, TMS plays a strategic role and designs everything needed for the company's long-term plans. HRD, by contrast, generally works more tactically to manage employees day to day. From this, you can understand that creating the best resources for a company also requires implementing a TMS.
The reason is that competition between companies is growing fiercer. With the arrival of a Talent Management System, companies can always have fresh innovations and new plans to develop their people.
