Talent Management

Talent Management:
Issues of Focus and check out
By Valerie Garrow, PhD, and Wendy Hirsh, PhD
Talent worry has dominated management literature for several years only if
organizations apostrophize impiementation in many different ways. This articie
suggests that the two key dimensions that po depend on carefui consideration are those
of focus and fit. Focus relies on a ciear strategy for how genius management
will contribute to organizational objectives, what split of the organization and
which job roies wiil be priorities and where talent pools wili be sourced. Fit
ensures that talent management processes support the strategic objectives,
resonate with but possibiy aiso chaiienge the organizational cuiture, take into
account the psychologicai contract between empioyer and empioyee and sit weii
with existing HR processes.
T alent management has been high on the agenda of HR professionals in the
United Kingdom for the erstwhile(prenominal) few years. This high level of interest is reflected
in a number of recent case study-based research reports that describe a broad
range of organizational practices and highlight some of the tensions and dilemmas
that arise as employers try to come to grips with the idea of talent management.



Some
of the most effective summaries have come from the Chartered Institute of Personnel
and Development (CIPD)!^ Ashridge^-^ Roffey ballpark^ and Incomes Data Services (IDS).^
Between them, these studies give a more or less comprehensive overview of how large organizations
in the UK are facing the talent management challenge.
This article draws on published research and as well as on the considerable practical
experience of the Institute for Employment Studies (IES) in supporting organizations
in implementing their own talent management strategies. some(prenominal) of the work IES work
has done has been with public sector organizations, particularly with national
politics departments and agencies and local government authorities of varying
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