Talent management


Talent Management 


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According to CIPD (2007), talent includes of those individuals who can make a change to organizational performance, either through their immediate contribution or in the longer term by demonstrating the highest levels of potential. Talent management is the process of identifying, developing, recruiting, retaining and deploying those talented people.

 As suggested by Lewis and Hackman (2006), talent management is defined in three ways. Those are as a combination of standard human resource management practices such as recruitment, selection and career development, as the creation of a large talent pool, ensuring the quantitative and qualitative flow of employees and last way is as a good based on demographic necessity to manage talent.

Talent management term may refer simply to management succession planning and management development activities, although this concept does not really add anything to these familiar processes except a new name. It is good to regard talent management as a more comprehensive and integrated bundle of doings, the aim of which is to secure the flow of talent in an organization, bearing in mind that talent is a major corporate resource (Armstrong, 2014).As stated by Tansley and Tietze (2013) talent management includes strategies and protocols for the systematic attraction, identification, development, retention and deployment of individuals with high potential who are of particular value to an organization.

Talent management strategy

Cappelli (2008) revealed that the image of a successful talent management strategy are that it is inclusive and that it can address and resolve any incongruity between the supply and demand of talent. He stated that too many firms have more employees than they need for available positions, or a talent shortfall and always at the wrong times. He argued that talent management should not just be about employee development or succession planning as many of the commonplace definitions suggest, but should focus on helping the firm attain its strategic objectives.

References

Armstrong. M, (2014). Handbook of Human Resource Management Practice, 14th edition

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

Lewis, R E and Hackman, R J (2006) Talent management: a critical review, Human Resource Management Review, 16 (2), pp 139–54

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


Comments

  1. UnknownJuly 5, 2018 at 3:32 AM

    flow is good. keep up good works

    ReplyDelete
  2. SachithraJuly 5, 2018 at 8:30 AM

    Well structured essay with latest references. Good job.

    ReplyDelete
  3. Upul MedakotuwaJuly 5, 2018 at 11:05 AM

    Latest references, it would be more colorful with International examples. keep it up good work

    ReplyDelete
  4. AnonymousJuly 5, 2018 at 11:24 AM

    nice flow and latest reference, well executed essay

    ReplyDelete
  5. Subash WijerathneJuly 5, 2018 at 8:36 PM

    Good job. It would be even better if you have discussed about inclusive & exclusive approach as well

    ReplyDelete
  6. UnknownJuly 9, 2018 at 12:37 AM

    Please rewrite three reference, 3 intext citations and two examples of international nature it should be in ur own words dont need too many definitions

    ReplyDelete

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