【Lynda高精度字幕由CGSUB.COM独家发布】 - Talent Management is the process employers use
to anticipate and meet their needs for human capital,
that is people.
It's gained increasing attention in the last decade or so,
as companies, professional associations,
and even governments have become interested in it.
Unfortunately, there's not a common understanding
in what the term "Talent Management" means.
Nor is there a common understanding
of its aims and scope.
For example, there's disagreement
among experts about whether talent management
is about all employees,
the inclusive approach,
or whether it refers only to
the talents of high-potential,
or high-performing employees,
the exclusive approach.
Regardless of one's perspective,
a major challenge is to manage
the talents of employees effectively
after they are on board.
There are at least four broad approaches
to talent management.
Let's consider each one of them briefly.
First is the People Approach.
Identify star performers,
and then devote special attention to developing them.
Devote lesser attention to workhorses,
high performers with little potential to move up,
or problem children,
low performers with high potential.
Next is the Practices Approach.
Connect key HR practices,
those use to attract, recruit, and retain talent.
Identify high-potential employees,
and manage leadership succession plans.
Develop employees through coaching and mentoring,
and deliver performance
through effective performance management.
Another approach to consider
is the Position Approach.
Identify A, B, and C Positions.
A Positions, are strategically important,
and mistakes can have serious financial consequences.
B Positions, are support roles,
and C Positions are not strategic
and can be outsourced.
The challenge is to get A players into A Positions.
Finally, there is the Strategic Pools Approach.
Focus on identifying pools of internal talent
for the purpose of succession planning,
and then devote time and resources
to ensuring that replacements are ready
should a need arise.
In practice, these four approaches represent
a range of dilemmas that any talent management system
has to deal with.
Most organizations use them in combination
to address trends such as the following.
Global abundance but local scarcity of talent.
Fewer young people and more older people,
many heading rapidly towards retirement.
Of course, this depends on each nation's demographic trends.
More differences across generations at work,
as well as similarities.
For example, the need for respect,
supportive bosses,
and credible, trust-worthy leaders.
And more diverse, remote, and virtual workforces
with different attitudes towards work.
What does all of this mean for you personally?
Recognize that you are in control of your own talent.
For example, you may decide to work
for multiple organizations at the same time.
After all, talent can come from anywhere in the world.
At the same time, you have more freedom than ever
to manage your own career.
As for the role of HR in talent management,
it is the provider of talent guidance,
tools, and coaching,
to enable you to own responsibility
for your personal development.
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