Talent Management

Sections of This Topic Include

What is Talent Management?
Do We Need Innovation in Talent Management?
General Overviews of Talent Management
Major Functions of Talent Management

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Related Library Topics

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In addition to the articles on this current page, also see the following blogs that have posts related to Human Resources and Talent Management. Scan down the blog's page to see various posts. Also see the section "Recent Blog Posts" in the sidebar of the blog or click on "next" near the bottom of a post in the blog. The blog also links to numerous free related resources.

Library's Career Management Blog
Library's Human Resources Blog


What is Talent Management?

The phrase "talent management" is fairly new and usually refers to the activities to attract, develop and retain employees. Some people and organizations use the phrase to refer especially to talented and/or high-potential employees. The phrase often is used interchangeably with the field of Human Resource Management -- although as the field of talent management continues to mature, it's very likely there will be an increasing number of people who will strongly disagree about the interchange of these fields. At least for now, this Free Management Library considers the topic of Talent Management to be similar to Human Resources Management. Thus, the various aspects and subtopics of Talent Management are those listed in the topic of Human Resources and Talent Management. The links immediately below provide more overviews of talent management.

Do We Need Innovation in Talent Management?

© Copyright Sheri Mazurek

A recent survey conducted by SHRM indicated that human capital is one of the biggest challenges in the next ten years for business. Recruiting and retaining top talent should already be a number one priority of your talent management strategy; however, the challenge will be in adjusting the strategy to accommodate changes in the workforce. The real challenge for the HR professionals and business will be in developing innovative strategy to meet the new normal of the business world. Unfortunately, in HR innovation seems to be a missing skill. And questioning long held beliefs in talent management seems to be an even less common skill or practice found in today’s HR departments.

As a profession, we tend to get wrapped up in the compliance piece of the job and forget about what it means to recruit and retain talent. In the most recent issue of SHRM magazine, there is a great article on the biggest missteps in performance management. The information is solid and the article is filled with great advice. It lists information that seems to be often forgotten by managers in the workplace le reminding HR folks of all the little things managers do that drive us crazy. By being written from the vain of legal compliance, it reinforces that our job is so filled with compliance that we might not even realize that we have a greater responsibility in our roles as the drivers of talent management.

We owe it to our organizations to focus on innovative and creative strategies that will attract and retain the talent needed to meet the needs of the organization. We have to start by questioning everything we do in our current strategy and see if it actually yields the results that you have been taught that it does. And for all of you in HR who believe our mission is about the people, you should realize that by taking care of the people in your strategy, you will retain them and that is the win-win we always strive for in this profession.

If you want a place to start, look outside of the HR department. Start with the talent.

General Overviews of Talent Management

Talent Management (Wikipedia)
Talent Management FAQ
An Application Framework for Talent Management
7 Talent Management Practices to Help You Survive a Downturn
How and Why we Must Differentiate Talent
Talent & The "Misunderstanding Maslow" Factor
Strategic Talent Management
A Lesson in Talent Management
Retaining Talent
Talent Management
The Definitive Guide To Talent Mobility
Talent Management Process
A New Talent Management Framework
An Eye for Talent
Talent Management Revisited: Where Are We Now?
Are Your Most Talented People Losing Their Minds?
Three Ways to Recognize a Talent Magnet

Major Functions of Talent Management

The phrase "Talent Management" traditionally refers to the activities of getting, developing and retaining the best employees. However, the phrase is often used interchangeably with "Human Resources." The following links are to major sections about each of the standard functions associated with talent management.

Getting the Best Employees

Staffing -- Workforce planning
Staffing -- Specifying Jobs and Roles
Staffing -- Recruiting
Staffing -- Outsourcing (having services and functions performed by non-employees)
Staffing -- Screening Applicants
Staffing -- Selecting (Hiring) New Employees

Developing Employees at All Levels

Career Development
Employee Orientation
Leadership Development
Management Development
Personal Development
Supervisoral Development
Training and Development

Retaining High-Performing Employees

Employee Performance Management
Retaining Talent
Group Performance Management
Interpersonal Skills
Personal Productivity
Retaining Employees

Also see
Career Development
Human Resource Management
Employee Performance Management
Employee Wellness Programs
Staffing
Strategic Planning


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For the Category of Human Resources Management (and Talent Management):

To round out your knowledge of this Library topic, you may want to review some related topics, available from the link below. Each of the related topics includes free, online resources.

Also, scan the Recommended Books listed below. They have been selected for their relevance and highly practical nature.

Related Library Topics

Recommended Books

For-Profit

Nonprofit



For-Profit

Leadership and Supervision in Business - Book Cover Field Guide to Leadership and Supervision in Business
by Carter McNamara, published by Authenticity Consulting, LLC.
Includes step-by-step guidelines, tips and tools to effectively lead:
1. Yourself
2. Other individuals in the business
3. Groups and teams in the business
4. Business organizations
5. As well as all functions within the business organization.

Many of the Library's materials about business, leadership and management are adapted from this book. Just click on the title of the book above to see the Index and Table of Contents.

The following books are recommended because of their highly practical nature and often because they include a wide range of information about this Library topic. To get more information about each book, just click on the image of the book.



Nonprofit

Leadership and Supervision With Nonprofit Staff - Book Cover Field Guide to Leadership and Supervision With Nonprofit Staff
by Carter McNamara, published by Authenticity Consulting, LLC.
Includes step-by-step guidelines, tips and tools customized for personnel in nonprofits to effectively lead:
1. Yourself
2. Other individuals in the nonprofit
3. Groups and teams in the nonprofit
4. Nonprofit organizations
5. As well as all functions within the nonprofit organization.

Many of the Library's materials about nonprofit leadership and management are adapted from this book. Just click on the title of the book above to see the Index and Table of Contents.

The following books are recommended because of their highly practical nature and often because they include a wide range of information about this Library topic. To get more information about each book, just click on the image of the book. Also, a "bubble" of information might be displayed. You can click on the title of the book in that bubble to get more information, too.



Also See

Personal Development -- Recommended Books

Personal Productivity -- Recommended Books

Personal Wellness -- Recommended Books

Supervision -- Recommended Books

Training and Development -- Recommended Books

Volunteers -- Recommended Books




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