Effect of Talent Management & Talent Management Process
EMPLOYEE RESOURCING:
Effect of Talent
Management & Talent Management Process.
Although
numerous conceptualizations of talent management are provided in the literature
there is still a lack of agreement on the nature and definition. Researchers
have offered different perspectives in defining talent, which includes, for
example, ability, giftedness, commitment, and fit (Kwon & Jang, 2021).
According to Donald
(2014). In a competitive marketplace, talent management is a primary driver for
organizational success. Broadly defined, talent management is the
implementation of integrated strategies or systems designed to increase
workplace productivity by developing improved processes for attracting,
developing, retaining and utilizing people with the required skills and
aptitude to meet current and future business needs.
Talent management practices are adopted for attracting, identifying, developing, engaging or retaining of employees with higher potential and talents that they are adding or creating value to the organizations. The results explain that providing good working conditions to employees, giving full autonomy to employees, encouraging employees to participate in discussions, arranging need-based training to employees, giving rewards and good recognition for employees, adopting fair and effective performance appraisal methods for employees and providing feedback to employees on their performance are main talent management practices adopted by Information Technology (IT) sector (Abdullahi et al, 2022).
The
process of Talent Management
Talent
Management starts with the business strategy and what it signifies in terms of
the talented people required by the organization. Ultimately, the aim is to
develop and maintain a pool of talented people. This is sometimes described as
the ‘talent management pipeline’. Its elements are described below.
The
resourcing strategy:
According
to Lewis & Heckman (2006), The business plan provides the basis for human
resource planning, which defines human resource capital requirements and leads
to attraction and retention policies and programmes for internal resourcing.
Attraction
and retention policies and programmes
These
policies and programmes describe the approach to ensuring that the organization
both gets and keeps the talent it needs. The outcome of the policies is a
talent flow that creates and maintains the talent pool.
Talent
Audit
A
talent audit identifies those with potential and provides the basis for career
planning and development – ensuring that talented people have a sequence of
experience supplemented by coaching and learning programmes (Christopher &
Devi, 2023).
Role
design
Talent
management is concerned with the roles people carry out. This involves role
design- ensuring that roles provide the responsibility, challenge and autonomy
required to create role engagement and motivation.
Talent
relationship management
According
to Caligiuri et al (2024), Is the process of building effective relationships
with people in their roles. It is concerned generally that with creating a
great place to work, but in particular, it is about treating individual
employees fairly, recognizing their value, giving them a voice and providing
opportunities for growth.
Performance
management
Performance
management provides a means of building relationships with people, identifying
talent and potential, planning learning and development activities, and making
the most of the talent possessed by the organization (Gallardo et al, 2019).
Learning
and Development
L
& D policies and programmes are essential components in the process of
talent management – ensuring that people acquire and enhance the skills and
competencies they need.
Management
succession planning
Management
succession planning takes place to ensure that, as far as possible, the
organization has the managers it requires to meet future business needs.
Career
Management
It
is the provision of opportunities for people to develop their abilities and
their careers in order to ensure that the organization has the flow of talent
it needs and to satisfy their own aspirations (Armstrong, 2014).
References
Armstrong, M (2014), Armstrong’s Handbook
of Human Resource Management Practices, 14th edition, Pg 247,
(Online), Available at: https://e-uczelnia.uek.krakow.pl/pluginfile.php/604792/mod_folder/content/0/Armstrongs%20Handbook%20of%20Human%20Resource%20Management%20Practice_1.pdf?forcedownload=1 [Accessed
on 31st March 2024]
Abdullahi,
M, S., Adeiza, A. & Abdelfattah, F. & Fatma, M (2022), Talent
Management Practices on employee performance: a mediating role of employee
engagement in institution of higher learning: quantitative analysis, (Online),
Available at: https://www.researchgate.net/publication/361249018_Talent_management_practices_on_employee_performance_a_mediating_role_of_employee_engagement_in_institution_of_higher_learning_quantitative_analysis
[Accessed on 3rd April 2024]
Christopher,
P., & Devi, A, C (2022), A critical review on Talent Management Strategies
and Organizational Commitment, Vol 13 (2), (Online), Available at: https://publishoa.com/index.php/journal/article/view/594
[Accessed on 2nd April 2024]
Caligiuri,
P, M., Collings, D, G., Cieri, H, D. & Lazarova (2024), Global Talent
Management: A critical review and research agenda for the new organizational
reality, Vol 11, (Online), Available at: https://www.annualreviews.org/content/journals/10.1146/annurev-orgpsych-111821-033121
[Accessed on 2nd April 2024]
Donald, D, U (2014), Talent Management and
Human Resource Practices, International Journal of Innovation and Applied
Studies, Vol 6 (4), (Online), Available at: https://www.researchgate.net/publication/353103049_There_is_no_good_war_for_talent_a_critical_review_of_the_literature_on_talent_management
[Accessed on 31st March 2024]
Gallardo,
E, G., Thunnissen, M. & Scullion, H (2019) Talent Management: Context
Matters, The International Journal of Human Resource Management, Vol 31,
(Online), Available at: https://www.tandfonline.com/doi/full/10.1080/09585192.2019.1642645
[Accessed on 2nd April 2024]
Kwon, K., & Jang, S (2021), There is
no good war for talent: a critical review of the literature on talent
management, (Online), Available at: https://www.researchgate.net/publication/353103049_There_is_no_good_war_for_talent_a_critical_review_of_the_literature_on_talent_management
[Accessed on 30th March 2024]
Lewis,
R. & Heckman, R, J (2006), Talent Management: A critical review, Human
Resource Management review, (Online), Available at: https://www.researchgate.net/publication/222514451_Talent_management_A_critical_review [Accessed
on 1st April 2024]
Correctly said. By implementing robust talent management processes, such as succession planning, performance management, and employee development initiatives, companies can identify and nurture high-potential individuals, aligning their skills and aspirations with business objectives.
ReplyDeleteThank you Arundathi for your comment, Research shows that organizations increasingly focus on talent management, because the implementation of a talent management process is expected to create an environment for people to develop their skills in preparation for a range of future possibilities thereby preparing the workplace for changing roles (Baqutayan, 2014).
DeleteTalent management is the anticipation of required human capital for an organization and the planning to meet those needs. The field has been growing in significance and gaining interest among practitioners as well as in the scholarly debate over the past 10 years, particularly after McKinsey's 1997 research and the 2001 book on The War for Talent. Although much of the previous research focused on private companies and organizations, TM is now also found in public organizations.
ReplyDeleteThank you Chethani for your valuable comment. According to Haziazi (2021),Talent management is the implementation of integrated strategies or systems designed to increase workplace productivity by developing improved processes for attracting, developing, retaining, and utilizing people with the required skills and aptitude to meet current and future business needs.
DeleteYour article shines a light on the vital role of talent management in organizational success. It offers valuable insights into attracting, developing, and retaining skilled individuals, emphasizing the importance of creating a supportive work environment and fostering continuous growth. Well done!
ReplyDeleteThank you Wasula for your valuable comment. Businesses that take the time to develop their employees and keep them engaged tend to be innovative and profitable. Conversely, those that are unable to source or retain talent generally have poor customer satisfaction and limited growth potential (Amelia & Rofaida, 2023).
DeleteAlthough the article offers a thorough explanation of talent management and its procedures, a valid point of argument might be raised about the efficacy and feasibility of talent audits in accurately identifying individuals with potential. Talent audits depend on subjective evaluations and may fail to identify individuals who have hidden talents or abilities that are not readily measured using conventional assessment techniques. Furthermore, the standards used for talent recognition may unintentionally sustain biases or fail to acknowledge the reality of various talents. Therefore, it is necessary to conduct a thorough investigation into the reliability and comprehensiveness of talent audits in order to guarantee that organizations effectively use the whole range of accessible talent.
ReplyDeleteThank you Lantra for your valuable comment. The growing internal audit talent gap poses significant challenges for organizations seeking to maintain effective internal controls, manage risks, and ensure compliance. To address this gap, organizations must adapt their recruitment and retention strategies, while also prioritizing professional development and aligning auditors’ interests with the organization’s needs. Technological solutions, such as resource planning software, offer immense potential to optimize internal audit operations, maximize efficiencies, and bridge the talent gap. By embracing these solutions, organizations can position themselves for success in an increasingly complex business environment while nurturing a skilled and engaged internal audit workforce (Grabner et al, 2017).
DeleteA nice article, Kovida! Effective talent management strategies help to achieve the business goals which eventually help in achieving a competitive advantage in the modern world of business. The article provides comprehensive details of talent management and how to implement this strategy.
ReplyDeleteThank you Judith for your valuable comment. Talent management is a topic that interests and used by every company. Companies understand that it takes more practice to engage employees with the knowledge, skills, abilities, and connections to achieve strategic business goals. According to a resource-based perspective, one of the key facilitators of corporate sustainability is their unique, valuable, and irreplaceable human capital gives them a competitive advantage (Amelia & Rofiada, 2023).
DeleteIt's clear that talent management plays a crucial role in organizational success by attracting, developing, and retaining skilled individuals. The outlined talent management pipeline provides a comprehensive framework for nurturing talent within an organization, ultimately contributing to its long-term growth and sustainability.
ReplyDeleteThank you Minoshi for your valuable comment. In today’s global business environment, talent management becomes one important source of competitive advantage that creates value for all companies. Hence, leaders in any organization work very hard to attract, hire, develop and retain talent. Because they believe that people are the only assets that innovate in any organization and innovation is the only path to sustain performance (Baqutayan, 2014).
DeleteThank you Shedric for your valuable comment. any organizations performance and success is dependent on how the organization manages and retains its talent pool, proper measures should be taken to implement the best talent management practices in the industry which will help the organization to gain a competitive edge over the competitors and also will help the company to always stay ahead in the market. The process of talent management covers all the important aspects of an employee‟s “life cycle” which are recruitment and selection, enhancing their knowledge by providing
ReplyDeletethe appropriate trainings, performance management and succession planning for future (Sareen & Mishra, 2016).