Talent management essay

Companies and business strives to have the best talented and superior workers to work in the job market working with them. They commit to recruit, develop and retain the skilled employees working for them. So talent management describes commitment of organizations to have the best workforce in their structures. Organizations use this strategy of talent management to attract top talented employees. Employers are competing to have superior workers working with them. Employers have argued that at the beginning, it is time-intensive to recruit based on fit between employee and employer (Deery, 2008). But this is better alternative compared to turnover cost, Apart from Attracting, another component is developing. Employee motivation and development are all under performance management. Employees should be given an opportunity to grow their skills.

According to Harvard Business review, dissatisfaction with employee development can fuel their exits (Cappelli & Tavis, 2018). Management should take a proactive approach to stop retention by holding interviews. These informal, periodic one-on-one meetings between workers and managers can help in establishing what the staff like and dislikes about their company and jobs (Levis & Heckman, 2006). The management team can then make an informed decision to improve the retention rate. Today when you ask the Human Resource Officers or the CEO’s what their priorities are in the coming years, you will get that the top issue on their list is talent management. Supervisory boards are talking about talent management and succession. This is dividing in categories like “older employees”, “high potentials” or even “middle management” among others.

I feel that individual approach will surpass these standard approaches in the future. A talent individual approach will be important. What is needed is to know capabilities of people, their wishes and the direction that they want to move. The management will then model these group characteristics to fit an individual wishes and needs. They are now being replaced career progression which is based on skills, contribution to the Company and alignment with values. This shows that talent management is going to witness a significant change in the coming decade. It is time that people develop their skills and work on their individual skills rather than relying on the group. References Cappelli, P. , & Tavis, A.  E. , & Heckman, R.  J. Talent management: A critical review.