Talent Management

The success of an organization depends on the performance of its employees where the employee talent is identified, obtained, developed, and nurtured to achieve ultimate organizational success (Armstrong & Taylor, 2020).

What is talent management?

Talent is individuals who can make a significant impact on organizational performance through their potential or high level of skill set. A systemic way of identifying, developing, recruiting, and managing those talents and using them in a manner to give the full outcome by the way benefiting the organization is talent management (CIPD, 2021).

Talent is simply individuals who have a skill set and ability to do something well (Armstrong & Taylor, 2020).

Micheals, et al. (2001) discuss five significant necessities that management must fulfill to be successful in talent management.

1. Creating an employee value brand that will attract unique talent.

2. Exceptional recruiting strategy to recruit the best out of the best.

3. Using job experience, coaching and mentoring make managers.

4. Strengthening your talent pool by investing in A players, developing B players and acting decisively on C players.

5. Having an organizational strategy to manage and retain such talents and having better talent at all levels.

The process of Talent Management.

Process of the talent management is to establish a talent pool in which individuals with the required skill set can be obtained as a perfect match for the job (Armstrong & Taylor, 2020).

Figure 1: the process of Talent Management (Armstrong & Taylor, 2020).

Fernandez-Araoz (2014) argues that the following defines a high talent,

Motivation – persistent commitment to be successful in the task.

Curiosity – need to seek new knowledge and experiences.

Insight – process information and suggest new opportunities.

Engagement – Using emotion and logic to connect with people.

Determination – fight for difficult goals and bounce back from adversity.

Talent Resourcing is the first step in building a talent pool. The recruitment process should define the competencies required to progress in the organization (Armstrong & Taylor, 2020).

Identifying talent is the second step of the prosses. Managers and organizations to have a proper identification of potential talents in the talent pool (Armstrong & Taylor, 2020).

Talent Development is the last but most important step of building a talent pool. There is always room for further growth, and it involves leadership, management development, and career development (Armstrong & Taylor, 2020).

According to CIPD (2021), a well-defined talent management strategy may do wonders for organizations,

· Creating growth opportunities.

· High-performance work culture.

· Creating opportunities for continuous learning.

· Adding value to the employee brand

· Increases productivity.