Talent Management Strategy

Talent Management Strategy

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Talent management has the ability to influence the organizing of employees, using of technology & allocation of resources. (Richard et al., 2011)

According to CIPD (2017) there are several important facts that an organization should be concern when implementing a talent management strategy.

Alignment to corporate strategy – Talent management strategy of the organization should be supportive to the corporate strategy.  When preparing the talent management strategy corporate strategy should be prioritized.

Inclusive approach vs exclusive approach – Inclusive approach focused on entire employee force of the organization & it engage every employee to develop their talents. Exclusive approach is focused only to a specialized segmentation of employees like key employees or highly potential employees.

When preparing talent management strategy the organization should decide whether they are going to focus on whole workforce or several employees. Though the organization have the option to use either approach the talent management process should be fair for all the employees.

Involving the right people – There are two parties involved in talent management strategy as participants & managers. Participants refer to the segment of employees that have been selected for talent management process. Once the talent development program is completed for the selected employees it is necessary to provide proper feedback. Otherwise the participant might feel dissatisfied & unsure about the career development opportunities available with the talent management process.

Managers refer to managerial level employees including directors of the company who conduct talent management activities. Respective line managers will be responsible for the developing of talent in their team.

Role of HR division – HR division have a major role in preparing talent management strategy. Responsibility of choosing the most suitable talent management approach based on the organizational requirement is lying with HR division.

Every organization use unique talent management strategy based on their organizational requirements. It is necessary to provide proper recognition for the knowledge, skills & capabilities of the employees since it is an important fact to get competitive advantage. (Colling & Mellahi, 2009).

 References

1. Collings, D. and K. Mellahi, 2009. Strategic talent management
2. CIPD, (2017). Talent management: Understand the changing context and business case for talent management, and the key features of a talent management strategy.
3. Richard, S W., Audrey, B. S., & Scott E., (2006). Nine best practices for effective talent management. Development Dimensions International Inc.