HR IN TALENT DEVELOPMENT

Role of HR in Talent Development



Role of HR in Talent Development

Introduction

Talent management is the cycle through which organizations and companies develop and nurture, and incorporate their newly acquires members into its workforce (Loftus, 2007, 29). The process also helps businesses in retaining and managing their existing pool of human resource. Talent Management essentially attempts to identify and attract individuals with high potential, referred to as talent within their organization. Also, the retention of this quality human resource is a priority. The term “Talent Management” was first introduced by David Watkins in an article published in 1998.fgfdg

This paper seeks to provide a critical literature review about “The role of Human resources (HR) in developing talent at work”, and draws a contrast between the working of HR in the private sector organizations and public sector organizations. It also seeks to determine the forces that drive the decisions and choice of an individual of a career in the public sector as opposed to the private sector, the strengths and weakness of this department in both the sectors and the barriers that hinder its success.

Literature Review

The term “Talent” has become extremely popular in recent years. Talent can be seen differently from different perspectives. From management research perspective, talent is very important for the survival and growth of both profit and non-profit organizations. People, who make a significant difference in organization's performance, are widely recognized as talented people (Stewart 2007, 8).

Talent Management has become one of the most important functions of the HR department and is considered as a significant means of achieving strategic and competitive advantage. Companies, which focus on developing their talent, devise plans and processes to track and manage talent using the following.

• Find, attract and recruit qualified candidates with competitive training.

• Manage and set competitive salaries.

• Ensure training and development opportunities.

• Establish processes for managing performance.

• To have adequate retention programs in place.

• Manage promotions and transfers (Stephens 2006, 47).

According to Michaels et al. (2001), the war of talent amongst companies, which concentrates on engaging and retaining quality human resource, the function of talent management has become an integral part of the companies' strategies and policies. According to interviews conducted by the Hudson Global Resources limited, which is one of leaders in providing worldwide recruitment solutions, senior officials and human resource experts and practitioners from the public sector suggest that there are no significant differences between the HR policies and strategies of the two sectors. The general opinion holds that this distinction in mainly artificial (www.hudson.com).

Factors influencing the Decision-making and Choice of the Workforce

From a critical perspective, a recent research carried out by Hudson Global Resources limited shows the differences in the response and approach of the various workgroups employed in the two sectors. For instance, women tend to exhibit a more outspoken profile in the public sector, whilst young managers feel they get more opportunities and more room for self-development and growth in the private sector (www.hudson.com). In terms of recruitment and selection procedures, career growth and progress, and pay-raise, the private sector companies stand as ...