Talent, according to CIPD (2007), includes people who can alter organizational performance, either immediately through their contribution or over the long term by exhibiting the highest levels of potential. The process of locating, nurturing, hiring, keeping, and deploying those talented individuals is known as talent management.
Although the notion of talent management adds little beyond a new name to the well-known processes of management succession planning and management development, it may simply be used to describe these operations. Given that talent is a significant corporate resource, it is wise to view talent management as a more comprehensive and integrated set of actions with the goal of securing the flow of talent within an organization (Armstrong, 2014)
The systematic attraction, identification, development, retention, and deployment of people with high potential who are particularly valuable to a business are all elements of talent management, according to Tansley & Tietze (2013).
Lewis and Hackman (2006) proposed three definitions for talent management. The formation of a sizable talent pool, assuring the quantitative and qualitative flow of employees, and lastly, managing talent in a way that is good based on demographic necessity are all examples of typical human resource management techniques.
Talent management strategy
According to Cappelli (2008), the traits of a good talent management plan include inclusivity and the ability to handle and eliminate any discrepancies between the supply and demand of talent. According to him, too many businesses either have an excess of workers compared to the number of open positions or a talent shortage that always occurs at the wrong times. He made the case that, contrary to what many of the accepted definitions suggest, talent management should also be concerned with assisting the company in achieving its strategic goals.
Armstrong. M, (2014). Handbook of Human Resource Management Practice, 14th
edition
Lewis, R E and Hackman, R J (2006) Talent
management: a critical review, Human Resource Management Review, 16 (2), pp
139–54
Cappelli, P. (2008). Talent on Demand: Managing
talent in an uncertain age, Boston MA, Harvard Business School Press
CIPD (2007f). Talent Management Fact Sheet,
CIPD, London
Tansley, C and Tietze, S (2013). Rites of
passage through talent management stages: an identity work perspective,
International Journal of Human Resource Management, 24 (9), pp 1799–815
nice work.
ReplyDeleteThank you.
DeleteTalent management is very important to increase the organization's performance.
ReplyDeleteYes indeed.
DeleteGood article.
ReplyDeleteThank you.
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