(PDF) Talent and Talent Management

TALENT MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................1
Talent Management.....................................................................................................................1
Relevance in HR and Organization.............................................................................................1
Key issues, concepts and the theories.........................................................................................2
Talent-Management theory.........................................................................................................2
Conclusion.......................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Talent Management
Talent management is an organizational management and the most important topic of the
Human resource which hire, manage, train and motivate the skilled and highly performing
employees. Talent management is somewhat different from the HR as the responsibilities are
same but the Talent management creates the difference according to the Structure, Responsibility
and the Implementation. Talent management includes the following processes such as -
 Recruitment via Phone
 Job application development
 Job post on the respective websites and the complete description of the jobs which
includes job location, responsibilities and sometimes the salary which attracts the job
seekers
 Application review
 Telephonic interviews or the online test based screening
 Making an job offer to the selected candidate
 Agreement and the rules and regulation of the organization
 Job training
 Employee management
 Track record of the employees regarding performance, promotions and transfers.
Relevance in HR and Organization
The Talent Management is closely related to the Human Resource because both relates
with the employee management. The close relation in between HR and the Talent management is
to hire the deserving candidates in the organization which is helpful in acquiring the long term
goals. Here, the HR is required to create the management for an employees to nourish their
talent. The HR firms opt out the following methodology for the Talent management process -
 Carry out the management of the employees related to their performance
 Developing the career management plans for the employees for enhancing their potential
 Leadership programs
 Team quality enhancement or the mock drills for the employees to make the employees
for the challenges
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 Talent acquisition workshops
 Learning and Development section in an organization
 Feedback sessions
So, by these manner, the HR is relevant to the Talent Management and helps the organization in
developing, nurturing, enabling and empowering the talent for the long term strategies or the
goals for the future growth.
Key issues, concepts and the theories
The HR has the several tasks to fulfill the demand such as the recruiting and retaining the
employees but there are some of the issues related to the Talent management that are as follows -
 Poor hiring plans and the strategies
 underdeveloped and inexperience with technologies
 Poor leadership skills
 Employee turnover
 Limited talented resources
 Unappealing company culture
Talent-Management theory
The talent management reflects the several key factors of the HR developments that helps
in developing and enhancing the talent of the employees to achieve the competitive advantages.
Some of the authors recognize the Talent management by analysing the key roles and the
responsibilities. In this regards, there are some of the theories related to the Talent management
that are as follows -
 Theory 1: The experience Divide
Some of the experts believed that the talent gap is the main key factor that can divide the
experience between long term employees. The Recruiters are facing the long term
unemployment because of the underdeveloped talent of the candidates and also the educational
institutes are also the major factor for creating the unskilled employees. The more skilled
employees a\get the job easily but in some the cases, the poor poor quality companies makes the
talent of the employees constant. So, the pooling of the resources should be considered to take
out the best from the crowd.
 Theory Two: Employer Expectations
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This theory states that the employers demand the extra skills and the experience to complete their
goals. This impacts on the company during the recession and then the company hires the
unskilled employees that ruins the quality and the durability of the company.
 Theory Three: Generation Issues
The generation issue is the major factor on the company growth and it is difficult for the
organization to keep updated the old employees. It is the very difficult situations for the Talent
management. The new generations are now keep on evolving their talent and the skills required
for the company so the only choice for the company to terminate the old and the unskilled
employees.
Conclusion
Finally, this report concluded about the Talent management that focuses on the recruiting
and the retaining the employees and review the performance and the different processes of the
Talent management and how the Talent management is related to the Human resources and the
different theories and the discussion about the key issues and the theories related to the Talent
management. The Talent management is the very important for the organization for the company
to take out or recruit the highly skilled employees to grow the company in the future.
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REFERENCES
Books and Journals
Ashton, C. and Morton, L., 2005. Managing talent for competitive advantage: Taking a systemic
approach to talent management. Strategic HR review, 4(5), pp.28-31.
Cappelli, P., 2008. Talent management for the twenty-first century. Harvard business review,
86(3), p.74.
Cappelli, P., 2008. Talent on demand: Managing talent in an uncertain age. Harvard Business
School Press, Boston.
Collings, D.G. and Mellahi, K., 2009. Strategic talent management: A review and research
agenda. Human resource management review, 19(4), pp.304-313.
Lewis, R.E. and Heckman, R.J., 2006. Talent management: A critical review. Human resource
management review, 16(2), pp.139-154.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Silzer, R. and Dowell, B.E. Eds., 2009. Strategy-driven talent management: A leadership
imperative (Vol. 28). John wiley & sons.
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