Talent Management Strategy.

Added on - 20 Sep 2019

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Talent Management Strategy
IntroductionIn this present paper, we will discuss the literature review on talent management strategy then theliterature review is applied in order to identify the gap between the literature and practice. Thepaper also discusses the talent management strategy and its implementation on organizationhaving a hundred employees. On the basis of it, the conclusion has been made.The talent management is defined as the anticipation of human resource required in anorganization and the planning in order to meet the organizational needs and objectives. It ismainly the science of applying the strategic planning of human resource in order to improve thebusiness value which enables to achieve the organizational goals and objectives within theparticular time period (Armstrong et al., 2014).Literature reviewAccording to the many researchers, there are various definitions of the term talent in the variousperspectives. The definitions are selected on the basis of strategy selected by the companyaccording to the nature of the organization and other elements. According to the Tansely et al.,2011 there is no universal definition of the term talent. The talent is based on the language whichis used ion the organization. There are various organizations who don't manage their talent, andthey also don't know how to what the talent actually meant and acts as a tool for the success of anorganization for example Morton et al., 2014 states that the talent are the individuals h helps toachieve the organizational goals and objectives through major changes in the function of theorganization. The Goffee et al., 2007 supports the definition of Morton which states that theemployees are talents who are having skills, knowledge and capabilities to add value to the
organisation through utilizing the existing resources in an efficient and effective manner(Thunnissen et al., 2013). The Pruis et al., 2011 explains that the talent is something intrinsic andbloster itself because it does not require appreciation from others. The various factors influencethe talent such as nature of the organization, industry type, implications of the talent at the grouplevel. The talent is defined as the inspired flair of chefs at the Gorden Ramsay holdings.According to the Mukinsey et al., 2004 it is defined as the brightest and best and according to theReady and Coger et al., 2007 it is defined as the group of employees who has average knowledgeand ready to promote at the higher level because they add value to the organization (Dries et al.,2013). According to the CIPD, talent people are defined as the individuals who are havingcapabilities in order to make the great difference in the organization through inner potentials ofthe talented employees it enables to achieve the vision of the company (Al Ariss et al., 2014).The talent represents best people in the organization which enable to achieve the strategicobjectives of the organization within the particular time period.According to the Stephenson et al., 2008 the talent management requires right people for theright job with the right skill is with the level of motivation in order to manage the talent in anefficient and effective manner. The Lewis and Heckman et al., 2006 states that the talentmanagement requires the involvement of human resource management process within an exactemphasis on the development, attraction and retention of talent within the organization. TheCIPD et al., 2009 states that the talent management as the development, attraction, deployment,development and retention of employees who are having high potential in order to add value tothe organization. The lles et al., 2010 the talent management and human resource managementpresent the dissimilar analysis and a correlated theoretical base. There are three different pointsof view regarding the talent management which includes that the talent management is
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