Usually this topic consisting of couple of concepts.There are Talent Planning and development.but development is a relatively new concept emerging in the 2000s. In other way This approach should be one that emphasizes the ability of everyone to succeed and achieve extraordinary results with ordinary people.Actually related to Talent Management, there is nothing new about the various approaches contained.but attraction,retention,motivation and engagement,development and succession planning together to produce a more coherent because that is can be a vehicle for the development and implementation of co-ordinated and supporting mutually to approaches which help the organization to get as well as to keep the talented people it needs.because that is can be a vehicle for the development and implementation of co-ordinated and supporting mutually to approaches which help the organization to get as well as to keep the talented people it needs. The notion of 'creating a best place to work' is closely associated with Talent Management.Actually It is the use of an integrated set of activities to ensure the organization attracts,motivates,retains and develops the talented people.Talent is a major corporate resource because the aim is to secure the flow of talent,bearing in mind and this needs now and in the future.But those who are in an organization has talent,even if some have more talent than others.The processes of Talent management should not be limited to the favoured few.Simply Talent management is a matter of anticipating the need for human capital and setting out a plan to meet it.In other way "Talent management is not an end in itself,not about developing employees or creating succession plans,nor is it about achieving specific turnover rates or any other tactical outcome.but this exists to support the organization's overall objectives,which in business essentially amount to making money.,the concept of making money requires an understanding of the costs as well as the benefits associated with talent management choices"(Cappelli, 2008)
According to Armstrong,(2006) Talent Management has some elements and their interrelationships.There are shown in Figure 1.
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| Figure 1. The elements of Talent Management |
Usually Talent Management starts with the business strategy and the organization requires the talent people,what it signifies in terms. Finally always looking and aiming to develop and maintain a talent pool including of a skilled,engaged and committed workforce.These elements describing process of Talent Management. Further more there are some Operation principles applied to Talent Management.In a supply chain perspective on talent management and relies on four principles,two are addressing the risks in estimating demand and twon are addressing the uncertainty of supply.
Principle 1: Make and buy to manage risk
Principle 2: Adapt to the uncertainty in Talent Demand
Principle 3: Improve the return on investment in Developing
Principle 4: Preserve the investment by balancing employee-employer interests
Talent Management within an Organization.
When demand exceeds supply (most of the time), the importance of talent management is realized. The mission / overview of the organization will reduce the short and long term roles of the organization to achieve sustainable success. Recognizing the talent gap required to achieve the mission / vision of the organization and the talent needed to create a talent pool (ie, talent pool) is critical to success. Identify the potential of current high-performing employees to meet current / future needs (through talent audits to ensure preparedness), create talent pools and internal or external talent gaps, and deploy the best talent in each job is key Talent management plan Organizing, communicating and measuring performance is the continuous management of quality control.
Post Author: Heshanga Amarasiri
References:
Armstrong,M.(2006) A Handbook of Human Resource Management Practice 10th Edition.academia.edu [online] Available at : http://www.academia.edu/9026115/Michael_Armstrong_th_edition_10_HUMAN_RESOURCE_MANAGEMENT_PRACT_ICE [Accessed on:08th May 2018]
Duggan B. And Horton
D. (2004) Strategic Recruitment and Retention: Competitive Advantage and Return
on Investment, Business Voice [Online]
Available from http://marathonhrcg.com/articles/Strategic%20Recruitment%20and%20Retention.pdf
[Accessed on: 31st March 2018]
Cappelli,P.(2008)Talent Management for the Twenty-First Century.hbr.org [online] Available at : http://hosteddocs.toolbox.com/talent%20management%20for%20the%2021st%20century.pdf [Accessed on: 31st March 2018]
Cappelli,P.(2008)Talent Management for the Twenty-First Century.hbr.org [online] Available at : http://hosteddocs.toolbox.com/talent%20management%20for%20the%2021st%20century.pdf [Accessed on: 31st March 2018]
