Talent Management

Talent Management 

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Introduction

Talent Management linked with organizational culture and the people. Culture and the people are the main factors of the organization to reach its success. In this competitive market most of the organizations facing challengers in talent management since most talented employees always have greater demand since they are the persons who take responsibilities on drive organizations towards its succession (Rabbi, et al., 2015)

The goal of the talent management is improve and develop business result by aligning employee relations with a organizational business expectations.  

Talent Management

According to Armstrong (2006) talent management is integration of set of activities to ensure that the company hire,train and develop, Motivate, and retain the talented employees for current and future succession of the organization.

Sireesha & Ganapavarapu (2014) stated talent management covers overall performance of human resource functions concentrate on recruitment, retention and development of high quality employees. Besides performance management, staffing, remunerations, employee orientation, leading & development, and succession planning.

Talent management is a process of Planning, recruiting, selection, orientation, training & development, performance evaluating, compensating & retention. (Dessler & Varkkey, 2016)
 

Figure 1 – Overview of Talent Management (Dessler & Varkkey, 2016)

According to Dessler & Varkkey.(2016), Talent management begins with an understanding of the company's jobs and employee’s competencies to do their job effectively and efficiently. Managers needs to analyze,

· No of employee needed to reach organizational task
· What kind of competencies requires in order to perform their jobs effectively and efficiently
· Employee remunerations & benefits
· Training and developments cost & Budgets
· Proper performance evaluation system to evaluate staff
· Employee recognition and retention plan

Conclusion
Modern organizations experienced deficit of talented employees and find it difficult to retain its own talented employees due high demand for talented workers in the market. The Talent management strategy is the core attention in many modern organizations. The effective talent management strategy is important to have a link with overall corporate strategy and with the Human resource management strategy. Human resource management strategy and talent management strategy should eventually support to the organizational overall success. 
 

References 

Armstrong, M. (2006). A Handbook of HUMAN RESOURCE MANAGEMENT PRACTICE (10 ed.). London: Kogan.


Dessler, G., & Varkkey, B. (2016). Human Resource Management (14 ed.). Chennai: Pearson India Education Service Pvt Ltd.



Rabbi, F., Ahad, N., Kousar, T., & Ali, T. (2015). TALENT MANAGEMENT AS A SOURCE OF COMPETITIVE ADVANTAGE. Journal of Asian Business Strategy , 5 (9), 208-214.

Sireesha, P., & Ganapavarapu, L. K. (2014). Talent Management: A Critical Review. IOSR Journal of Business and Management , 16 (9), 50-54.
 


Comments

  1. Unknown13 June 2018 at 06:41

    Talent management is a strategic process and there are many important elements that should be in place. You have not address the inclusive model and the exclusive model. Employee branding for effective talent management, Learning culture you dont have to address all of them but atleast some of them

    ReplyDelete
  2. Sachie Hennadige26 June 2018 at 00:32

    good article. keep it up

    ReplyDelete
  3. Unknown30 June 2018 at 03:33

    Good referencing.Need to come up with international examples.

    ReplyDelete
  4. Anonymous5 July 2018 at 07:15

    Good referencing, good luck!

    ReplyDelete
  5. Unknown5 July 2018 at 09:11

    one of the best article , keep it up

    ReplyDelete
  6. Unknown7 July 2018 at 05:02

    good article with the latest referencing.

    ReplyDelete

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