Imponents Of Talent Management

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Talent management is a crucial part of aligning an organization 's goals and ensuring the right people and skill sets are acquired to achieve those goals. The strategies and tactics an organization uses to attract and retain talent play a pivotal role in the organizational culture and employee engagement. According to our textbook talent management is defined as a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers. (Fundamentals of HRM, Chapter 1) Talent management is imperative to ensure an organization can successfully acquire new talent and what extent employees are engaged to retain that talent. How effective a company address both talent management and employee engagement is critical …show more content…
Mortan and Ashton propose talent management is a combination of different initiatives into a coherent framework. They use five keywords as the crucial components of talent management. First, ethos which embeds values and behavior and the feeling that everyone has the potential to develop. Second, the focus to know what jobs make a difference and making sure the right people are in those jobs. This leads to positioning, starting at the top of the organization chart from HR and moving down and to management and employees. Creating the tools and processes to make sure the work gets done follows positioning, and making sure there is an accountability system to make sure the work gets done. Lastly, a system to manage this process in the long-term and generate change needs to be created. With these key components, strategies for talent management can be developed and evolve with the organization. Talent needs will change as business strategies change, therefore talent management systems must be aligned with business planning and fit into the organizational goals. For example, a small business may look for …show more content…
talent management focuses on leadership, acquisition, retention and evaluation of employees. talent management contributes to the improvement of employees as they feel they make a quantifiable difference in the organization, this creates employee engagement. One of the goals of talent management is to have superior performance throughout the entire and not just upper management for everyone to reach their potential. While performance management focuses on the past and present of employees, talent management focuses on the future and identifies what skills the employees have and the development potential they have for the skills they may need. When an organization focuses on the talent of their current employees it also places a competitive edge over the business because employees feel they can grow and develop with their current employer and are less likely to look for different opportunities. Employee engagement places value of the skills and knowledge employees gain through talent management. A sense of transparency is needed to ensure the entire organization is working for the same objectives and the goals should be clear and measurable. As business grows and different strategies change and talent requirements also change if they employer is able to draw from within instead of looking outside the organization it will

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