I love the field of talent management! It impacts people on a real and individual basis through personal growth, individual development and the opportunity to achieve career aspirations. Talent Management develops collaborative and teaming abilities and has a major impact on organization success. Talent management is where I feel I make a significant difference.
When I tell many people that I am a talent management practitioner, they often think I work for a modeling agency or accuse me of inventing a new, fancy term for nuts and bolts Human Resources.
So what is the field of Talent Management? The term "Talent Management" is becoming more prevalent in organizations and to the public. A recent Google search yielded 204,000 hits for "Talent Management".
I'll be the first to admit that the meaning is still a bit fuzzy and evolving. Executive Recruiters often call and use the term when looking exclusively for a recruiting and staffing professional, some line managers think exclusively about high potential and successor talent development, and even TM practitioners often have a variety of meaning behind the term.
The crux and differentiation of talent management is in creating a holistic and integrated set of processes and practices customized to the organizations needs and strategy. How the various TM initiatives integrate and fit together is the power of talent management versus a set of independent and siloed "programs".
Talent Management is:
Identifying, developing, promoting and retaining an organization's talent portfolio - i.e., the number, type, and quality of people that will most effectively fulfill the company's strategic and operating objectives.
See: Knez and Ruse in The Talent Management Handbook
The typical components of a talent management system include:
Acquisition - recruiting, assessing, selecting and on-boarding college recruits and experienced new hires.
Learning and Development - structured on-the job development, relationship learning (mentoring and coaching), formal learning programs, professional development systems.
Succession Management - talent assessment, retention risk assessment, leadership development, successor development, leadership forecasting, talent gap analysis.
Performance Management - competency profiles, performance objective and goal-setting, reward and recognition programs.
Feedback and Measurement - talent metrics (retention, diversity, performance attrition, etc) , associate surveys and exit interviews.
Talent Planning - forecasting of talent needs and demand, talent competency development and retention.
Culture & Engagement - corporate values, communications, diversity program.
Connected, simple, impactful and easy to use are the key!
When I tell many people that I am a talent management practitioner, they often think I work for a modeling agency or accuse me of inventing a new, fancy term for nuts and bolts Human Resources.
So what is the field of Talent Management? The term "Talent Management" is becoming more prevalent in organizations and to the public. A recent Google search yielded 204,000 hits for "Talent Management".
I'll be the first to admit that the meaning is still a bit fuzzy and evolving. Executive Recruiters often call and use the term when looking exclusively for a recruiting and staffing professional, some line managers think exclusively about high potential and successor talent development, and even TM practitioners often have a variety of meaning behind the term.
The crux and differentiation of talent management is in creating a holistic and integrated set of processes and practices customized to the organizations needs and strategy. How the various TM initiatives integrate and fit together is the power of talent management versus a set of independent and siloed "programs".
Talent Management is:
Identifying, developing, promoting and retaining an organization's talent portfolio - i.e., the number, type, and quality of people that will most effectively fulfill the company's strategic and operating objectives.
See: Knez and Ruse in The Talent Management Handbook
The typical components of a talent management system include:
Acquisition - recruiting, assessing, selecting and on-boarding college recruits and experienced new hires.
Learning and Development - structured on-the job development, relationship learning (mentoring and coaching), formal learning programs, professional development systems.
Succession Management - talent assessment, retention risk assessment, leadership development, successor development, leadership forecasting, talent gap analysis.
Performance Management - competency profiles, performance objective and goal-setting, reward and recognition programs.
Feedback and Measurement - talent metrics (retention, diversity, performance attrition, etc) , associate surveys and exit interviews.
Talent Planning - forecasting of talent needs and demand, talent competency development and retention.
Culture & Engagement - corporate values, communications, diversity program.
Connected, simple, impactful and easy to use are the key!
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