TALENT MANAGEMENT

TALENT MANAGEMENT

Talent management is the additional management processes and opportunities that are made available to people in the organization who are considered to be ‘talent’ (www.ashridge.org.uk. 2007)

Talent management can be a planning tool for human resource management, as a planning tool talent management looks very similar to workforce planning, but where HR will experience a real opportunity for contribution to the organization is in the quality of implementation supporting the plan. Talent management is the systematic attraction, identification, development, engagement/ retention and deployment of those individuals who are of particular value to an organization, either in view of their ‘high potential’ for the future or because they are fulfilling business/operation-critical roles. (McCartney and Garrow, 2006)

According to Ashton and Morton (2005), effective talent management helps business organizations differentiate, enhance strategy execution and operational success, thus gaining a competitive advantage over peer.

Talent management has two models, the Inclusive model and exclusive model. Talent management is usually seen as an exclusive practice that focuses on the development of a small proportion of high performing and high potential employees (Gallardo-Gallardo, Dries and González-Cruz, 2013).

Talent Management as Strategy Perspective 

Process perspective which proposes that it includes all the processes needed to optimize people within an organization. This perspective believes that the future success of the company is based on having the right talent – so managing and nurturing talent is part of the everyday process of organizational life.

There is the cultural perspective that believes talent management is a mindset and that you must believe that talent is needed for success. This can be seen where every individual is dependent on their talent for success due to the nature of the market in which they operate, and is typical of organizations where there is a ‘free’ internal labor market, with assignments being allocated according to how well they performed on their last assignment. Alternatively, this can be an organization where the development of every individual’s talent is paramount and appreciated, and allowing people to explore and develop their talent becomes part of the work routine. 

The competitive perspective that proposes talent management is about accelerated development paths for the highest potential employees (Wang and Wilcox, 2006). HR planning perspective which claims talent management is about having the right people matched to the right jobs at the right time and doing the right things. 

Finally, there is the change management perspective which uses the talent management process as a driver of change in the organization, using the talent management system as part of the wider strategic HR initiative for organizational change. This can either be a means of embedding the talent management system in the organization as part of a broader change process, or it can put additional pressure on the talent management process if there is widespread resistance to the change Process.

References

Ashton, C. and Morton, L. (2005). Managing talent for competitive advantage: Taking a systemic approach to talent management.Strategic HR Review, 4(5), pp.28-31.

Gallardo-Gallardo, E., Dries, N. and González-Cruz, T. (2013). What is the meaning of ‘talent’ in the world of work?. Human Resource Management Review, 23(4), pp.290-300.

McCartney, C. & Garrow, V. (2006). The talent management journey.

Research reports.Horsham: Roffey Park Institute.

www.ashridge.org.uk. (2007). Talent mana gement: maximizing talent for business performance, chartered institute of management. [online] Available at: https://www.bing.com/ _Reviewing_the_Literature_of_the_Effect_of_Talent_Management_on_Organizational_Effectiveness1 [Accessed 5 Jul. 2018].

Wang, G. and Wilcox, D. (2006). Training Evaluation: Knowing More Than Is Practiced. Advances in Developing Human Resources, 8(4), pp.528-539.