STRATEGIC HUMAN RESOURCE MANAGEMENT

Strategic Human Resource Management

Role of HR in Talent Development

Problem Statement

Human talent is the greatest asset productive organizations, so it is necessary assess what are the different ways to manage it in organizations, for it must disclose conception of man from the point of view the various schools of management thought and new approaches to the subject

Introduction

Talent management is the cycle through which organizations and companies develop and nurture, and incorporate their newly acquires members into its workforce. The process also helps businesses in retaining and managing their existing pool of human resource. Talent Management primarily 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.

This paper is aimed at providing 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.

Discussion

There are many theories and practices administrative measures have developed to and effectively manage human talent in organizations, which have always aimed at achieving the objectives and success organizational, through whom it up, for it has used in several schools management thinking throughout history.

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 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 that focus on developing their talent devise plans and processes to track and manage talent using the following.

Find attracts and recruits 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 that concentrate 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 prevailing opinion holds that this distinction in mainly artificial ...