4 Essential Elements of Talent Management (Part 2)

Following 20 years at a large Canadian telecommunications firm, Bruce established the project management consulting firm Solutions Management Inc (SMI). Since 1999, he has provided contract project/program management services, been a source for project management support personnel and created/delivered courses to over 7,000 participants in Canada, the United States and England.

In Part 1 of this two-part exploration of the Wikipedia definition of talent management, I explored a practical definition of what is involved in “recruit” and “retain.” That definition was, in part:

“The science of using strategic human resource planning to improve business value and to make it possible for companies and organizations to reach their goals. Everything done to recruit, retain, develop, reward and make people perform forms a part of talent management.”

To summarize:

  1. Recruit: Involves seeking internal and external candidates with a proven track record, obvious enthusiasm and a history of ongoing personal development to support certifications.
  2. Retain: Ensuring team members have ongoing opportunities for development through both training and challenging work, plus not blocking opportunities to move within the company.

We are reminded the goal of talent management is not to quarantine our team and focus on how we can be viewed—in isolation—as a high-performing team, but rather to foster an environment where the company and organization reaches its goals.

Continuing the dissection of the definition, let’s explore “develop” and “reward”:

3. Develop (“to make it possible for companies to reach their goals”)
Again, it is not necessary to get …

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"Few people think more than two or three times a year; I have made an international reputation for myself by thinking once or twice a week."

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