Evolution of Talent Management

 

The roots of talent management go to 1980, but it was popular in 1997 with the public discussion of the war of talent by McKinney and the company. Since 1997 the concept become improved and human capital has become the most important asset in the organization. The term has been developed broadly with the development of human resource practices. Previously Talent management was used to identify the most talented employees in the organization.

Stages of Talent Management

    In the 1st phase of the talent management process consider only the high potential employees in the organization. The 2nd stage only gives the value to, identify what kind of talent and how many talented employees need the organizational structure. This situation considers only how to fill the essential talented employee to the essential position. In the 3rd phase organizations tried to hire talents from global talent pools. In the 4th phase, employees do not consider as higher potential talented, but it considers every individual's talents can be developed.

Now Talent Management

    Today many human resource professionals have been identified that the talent management process is very important for the success of the organization. They allocate significant resources to the talent management process. Many organizations have been developed strategies to hire correct people, train them and keep them happy and keep them long-term in the organization.

References

Sharmaniti437, (2018) The evolution of talent management. Hr Gazette[online]. Available at https://hr-gazette.com/evolution-talent-management/. Accessed on 11^th December 2021.

Burt, C. (2015) The evolution of talent management. Lessonly[online]. Available at https://www.lessonly.com/blog/evolution-talent-management/. Accessed on 11^th December 2021.