What Is Talent Management?

The Need


With a radical increase in business activity all around the world, the need for specialization has also dramatically increased. This means that individuals are now choosing ever more specific fields of the business to excel in, in order to increase their productivity and contribution to the specific departments. There’s also a need for versatile and diversified employees who have the skills and ability to multi-task.

Organizations are now increasingly recognizing the importance of human capital, which refers to the input driven by individuals. As no business venture can succeed without the help of expertise from people with the appropriate knowledge, it is important that for organizations to hire, develop, manage and retain talented employees to reach the best possible results.

office the best
Hiring the best people is just the first part of the process.

The corporate sector has begun to understand the need for expertise as a crucial intake to the business procedure, as it is a resource that is available scarcely, and sometimes needs to be nourished from within the employee sector. Human resource managers must work to retain top performing employees and create an environment that attracts the best performers to the company.

Talent management can be defined as the critical process through which the organization ensures that it has the quality as well as the quantity of people to help achieve the present as well as its future goals. This given process covers all the aspects of “employee cycle”, which include:

  1. Selection
  2. Development
  3. Succession
  4. Performance Management




The Techniques

Skills and expertise are hard to find, and not many organizations are lucky enough to have an adequate supply. This is why a gap in need can be noticed in the upper levels of management as the experience required for such positions is not readily available in the market.


There are certain factors that are important in achieving success during the talent management procedure. These factors include:


  • There needs to be a clear understanding of the aims and goals that a business wants to achieve in the present as well as the future, so the individual has an idea what direction to move in.


  • There is usually a gap between the talent available and the talent needed to drive the company to success. It is very important to know how big that gap is.


  • The talent management process should be carefully integrated with the strategic as well as the business plan of the company, to ensure synergy between all possible options.


  • The HR department needs to be well-informed on the kinds of skills and talents that the company requires, in order to create a perfect strategic fit.


  • The team goals should be in alignment of the corporate goals to be achieved by the business, alongside the individual goals that need to be managed with a broader perspective.


  • Picking out the right set of skills in the form of people, is the hardest part of the process. However, once achieved, it is also vital to gauge performance after implementation to judge its success and further the development and productivity of employees.

performance eval


Human capital has become much more important to businesses after the realization of how important a part individual expertise can play in helping a business become a recognizable corporate identity. Therefore, the need for correct talent management has led to the realization of a different view on corporate success.

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