|
Talent management refers to the anticipation of required human capital for an organization and the planning to meet those needs.〔 Carpenter, Mason, Talya Bauer, and Berrin Erdogan. Management and Organizational Behavior. 1. 1. Flatworld Knowledge , 409. Print. 〕 The field increased in popularity after McKinsey's 1997 research〔The War for Talent, McKinsey Quarterly 〕 and the 2001 book on ''The War for Talent''.〔 〕 Talent management in this context does not refer to the management of entertainers. Talent management is 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 as well as strategic workforce planning. A talent-management strategy needs to link to business strategy to make sense. ==History== The term was coined by McKinsey & Company following a 1997 study.〔 It was later the title of a book by Ed Michaels, Helen Handfield-Jones, and Beth Axelrod however the connection between human resource development and organizational effectiveness has been established since the 1970s.〔Schein, Edgar. ''Increasing Organizational Effectiveness through Better Human Resources Planning and Development''. Sloan Management Review, 1977, 19:1 p. 1.〕 The profession that supports talent management became increasingly formalized in the early 2000s. While some authors defined the field as including nearly everything associated with human resources,〔http://www.ere.net/2004/09/13/talent-management-defined-is-it-a-buzzword-or-a-major-breakthrough/〕 the NTMN defined the boundaries of the field through (surveys ) of those in corporate talent management departments in 2009–2011. Those surveys indicated that activities within talent management included succession planning, assessment, development and high potential management. Activities such as performance management and talent acquisition (recruiting) were less frequently included in the remit of corporate talent management practitioners. Compensation was not a function associated with talent management. The issue with many companies today is that their organizations put tremendous effort into attracting employees to their company, but spend little time into retaining and developing talent. A talent management system must be worked into the business strategy and implemented in daily processes throughout the company as a whole. It cannot be left solely to the human resources department to attract and retain employees, but rather must be practiced at all levels of the organization. The business strategy must include responsibilities for line managers to develop the skills of their immediate subordinates. Divisions within the company should be openly sharing information with other departments in order for employees to gain knowledge of the overall organizational objectives.〔(The People Problem in Talent Management )〕 The talent management strategy may be supported by technology such as HRIS (HR Information Systems) or HRMS (HR Management Systems). 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Talent management」の詳細全文を読む スポンサード リンク
|