A Comprehensive Report on Talent Management: Theories and Practices

This report provides a detailed overview of talent management, encompassing its definition, processes, and significance within organizations. It explores the critical relationship between talent management and Human Resources, highlighting how HR initiatives support talent development, career management, and leadership programs. The report delves into key issues such as poor hiring strategies, technological inadequacies, and employee turnover, while also examining relevant theories like the 'Experience Divide,' employer expectations, and generational issues. The conclusion emphasizes the importance of talent management in recruiting and retaining skilled employees to drive future organizational growth. Finally, the report includes a list of references, providing a foundation for further study on the subject.

TALENT MANAGEMENT

To Understand
 The Meaning of Talent Management
 Reverence in HR and Organization
 Key issues, concepts and the theories related to
Talent Management
 Conclusion and
 References

WHAT IS TALENT MANAGEMENT?
Talent management is the organizational management which hire, manage, train and
motivate the skilled and highly performing employees.
Talent management deals with the following processes -
 Recruitment via Phone
 Job application development
 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.

TALENT MANAGEMENT INITIATIVES

Relevance in HR and organization
The close relation in between HR and the Talent management are as follows -
 Management of the employees related to their performance
 Developing the career management plans for the employees
 Leadership programs
 Team quality enhancement or the mock drills for the employees
 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 fulfil l 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
Theory One: The experience DivideTheory One: 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 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 is to
to take out the best from the crowd.

TALENT MANAGEMENT THEORY
Theory Two: Employer ExpectationsTheory Two: Employer Expectations
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 IssuesTheory 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.

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.