TALENT MANAGEMENT

Talent Management



Talent Management

Talent Management is merely a re-branding of HR

Talent management is very important in Human Resource and its importance is increasing day by day. To evaluate the talent of their employees, operational need tools easy to implement and complete. Technical competence, personal qualities, commitment to work performance delivered the talent processes. (Dickmann, M., & ET. 2008 pp. 322)

Yet the reality is somewhat different because many of them had only limited visibility on the location and operation of such talent within the organization. The time has come for action by applying a talent management strategy that places staff in the heart of the economic model of the company. Not only will this attract new elements, but companies that invest in their human resources are best positioned to reduce the cost of external recruitment, increase staff motivation and employee retention. (Brewster, C, Sparrow, P.R. & Vernon, G. 2007 Pp. 323)

Discussion

Companies must realize that the establishment of a program of more rigorous talent management maximizes the value of their labor by including all employees and not just a particular class of employees. Studies show that companies with a widespread culture of performance at all levels generate more revenue than those concerned solely with the executives. Something evens more capital in times of crisis. (Fleetwood, S. & Hesketh, A. 2009 pp.270-272)



Develop an effective talent management

Losing talented employees can have a significant impact on the activity of an enterprise, regardless of economic status. The quality of internal mobility and succession planning through talent management are therefore crucial. (Greengard, S 2001 pp. 34-38)The recent turmoil in the financial sector and the increasing number of mergers and acquisitions further underscore the need for companies to identify and retain their best people. (Byham, W. C., & ET 2002 Pp.56-59)

To develop a talent management process, the company must take into account several factors. First, the policy on compensation and rewards should be re-examined. While it is important to continue to reward top performers, this element should not be used as the sole lever for recruitment and retention.

With an effective talent management, companies are showing greater transparency by creating a more visible link between pay and performance. (Beeson, J. 1998 pp. 61-66) The studies prove that the generalization of this strategy to all staff ensures a high turnover. Thus, in the retail, financial results are conditioned by the efforts of all employees. It is therefore vital to involve everyone, not just executives. Firms must also admit that a single reward program cannot meet the expectations of all employees. (McCall, M. W., Jr. 1998 Pp.46-49)



Then the company must determine how to use its talent management strategy to maximize benefits. It must analyze the performance of each employee in each department, making sure that everyone knows his role thanks to information provided by the manager. When their goals are aligned with those of the company, employees are more motivated because they see themselves contributing to the success of the ...