INSIGHTS ON TALENT ACQUISITION AND MANAGEMENT: STRATEGIES AND PRACTICES IN IT SECTOR (original) (raw)
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Talent Management is a relatively new disciple that mostly founds Human Resource Management emerging in the late 1990s and 2000s. This discipline exists for more than two decades now. However, despite that, it is surrounded by confusion in understanding and separating the terms from HR. It is recently found that it is not easy to describe the Talent management in singular terms because it was defined and explained interchangeably different times by different authors. Talent Management is not based only on improving the firm's capability and flexibility, but this will provide tools and information about the firm's growth, managing change, acquiring resources, and novel ideas to develop new services and products as it is a newly emerged field in the era. Having more than two decades despite that, these fields still require much study to research.
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International Journal of Organizational Leadership, 2016
Today is called as the age of increasing competition among the organizations against the limited resources. Nowadays, organizations reached higher consciousness that talented human resources are valuable resources and if they can be managed strategically, they will be associated with maximum return on investment. It is obvious that getting benefits from talented human resources requires proper management and this is one of the major challenges for organizations. Talent management as a system of identification, recruitment, training, promotion, and retention of talented people has been proposed with the aim of optimizing the organization and to achieve business results. In other words, talent management refers to the systematic and dynamic process that by which human resources are being identified to fill key jobs and positions in the future and they get ready through a wide variety of educational and training programs for these occupations. With respect to the use of talent management at all levels of the organizations to release the true potential of existing human resources and orient and direct their talents to achieve the expected outcomes, this study aims to review the literature related to the concept of talent management and related topics to establish gaps for further studies on the topic
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In today’s business environment, stiff competition has urged companies to compete with creativity and innovation in order to define and achieve the organization goals, objectives and strategies. Currently, organizations strive to attain efficiency, effectiveness and total quality in its operational processes that can be addressed through successful management, retention and utilization of the best talents that are available in the marketplace. Getting the right people with the job in the right place and the right time is very important as an ingredient to organizational success and performance through conducting survey of the labor market. Results from critical evaluation of the literatures suggest that talent management proved to be a source of competitive advantage, leaders and managers are instrumental in promoting talent management and views talent management as maximizing the talent’s potential for effective functioning of the organization as well as its human resource departme...
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The concept of talent management has attracted most of the researchers' attention in recent years. As human capital has been known as the most critical element of competitive advantage, most organizations around the world have grasped the importance of talent management. Talent management does not have one face, so various organizations implement it with their unique strategy. However, there are some basics they need to follow as their primer steps that lead them to better understanding and implementing of talent management. In the current economic downturn, there is a high demand for talents in the organizations. While most of the organizations implement talent management in their organization but there are a lot of unknown issues that need to be investigated. The aim of this study is to examine the talent management process in organizations. This is a descriptive study. Data is obtained by analyzing journal articles on the topic. Therefore the study essentially uses secondary data. This paper presents the definition and importance of talent management, the reason for the war on talent and finally the key success factors of talent management.
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Talent management is about getting the right people in the right jobs doing the right things. This requires predicting how employees will act in the future and getting them to act differently from how they acted in the past. Neither of these is easy. This paper provides employee behavior and provides 10 basic truths about employee behavior. These truths can be thought of as principles for successful talent management and will significantly improve the effectiveness of any talent management initiative. I. Talent Management: The field of talent management covers a range of HR functions focusing on attracting, retaining, managing, and developing high quality workforces. It includes performance management, staffing, compensation, learning management, employee development, and succession planning. The growing interest in talent management is primarily a result of increasing recognition of the impact talent management practices have on business growth and profitability and the role talent management plays for dealing with the shortage of skilled labor in the workforce. The end goal of talent management initiatives is to help get the right people in the right jobs doing the right things to make a business succeed. This goal may sound straightforward, but it is often extremely difficult to achieve. Why? Because to be successful talent management processes must effectively predict and change the day-today behavior of individual employees. Predicting and influencing human behavior is difficult. Companies must constantly return to these 10 principles when designing and evaluating talent management methods or risk creating talent management systems that may work on paper, but won't work with people. The role of employee behavior in talent management The ultimate goal of talent management is to improve business results. Figure illustrates how talent management programs actually do this. The upper right corner in the figure shows what talent management programs are ultimately designed to influence: Business results, which are driven by factors within and outside of the control of the organization. Factors outside the control of the organization include things like competitor activity, economic market conditions, or government legislation. Factors within the control of the organization include things like business strategy, organizational structure, or workplace policies. One factor that companies can influence that has a major impact on business results is the behavior of their employees. Aligning employee behaviors with a company's business needs is the basic goal of talent management Talent management practices, whether focused on staffing, compensation, performance management, or career development all share the same goal of aligning employee behaviors to support the company's business strategies and objectives. But talent management practices do not impact employee behavior directly. Employee behaviors are determined primarily by enduring attributes of the employees themselves (e.g., beliefs, knowledge, attitudes, abilities, skills and motivation). These attributes are shaped by individual differences between employees related to their personality, ability, and values, as well as aspects of their work environment such as incentives, resources, and coworkers. This is where talent management comes in to play. What talent management programs do is encourage the hiring of certain kinds of employees and the creation of certain kinds of work environments. If done correctly, these programs increase the likelihood of employees displaying on-the-job behaviors that drive business results.