Talent:
A characteristic feature, aptitude, or disposition of a person or animal; the natural endowments of a person; a special often creative or artistic aptitude; general intelligence or mental power; a person of talent or a group of persons of talent in a field or activity
Fad:
A practice or interest followed for a time with exaggerated zeal
What is talent management—really?
Is it just a catchy phrase or fad that keeps individuals employed?
The concept of Talent Management has gained much popularity over the past 20 years.
The many definitions of talent management can cause some confusion.
To some, it means the management of high-worth individuals—the highly talented.
Sometimes called High Potentials.
To others, it means the organizational processes that apply to all elements of developing and keeping employees.
It can also mean matching capabilities to commitments.
The word talent suggests something above the ordinary.
Talent on its own does not guarantee success.
Lack of talent affects everyone in the organization.
The suggestion that you can manage talent is an oxymoron.
You can manage the people who have the talent, but the superb qualities of talented individuals stand alone.
Organizations that squander their most talented people have the most to lose.
Someone who states he or she is implementing a talent-management strategy is not really saying anything in itself.
You have no idea what that strategy entails unless you understand the context and details .
HR success is based on engaging in strategic and deliberate activities in sourcing, attracting, selecting, training, developing, retaining, promoting, and moving employees through and in your organization.
You can increase performance at the individual level by identifying and embracing the unique talents, gifts, and abilities of each person and matching this with the needs of the organization.
Firing may be part of the talent development strategy.
Don’t underestimate the drain a negative, toxic or incompetent team member can have on the rest of the team.
Not everybody is a fit and many will thank you afterwards that they were stressed as well.
Full engagement from team members is achieved when their purpose—personally and professionally—is realized within their job role and responsibilities.
The more you can deliberately do this the better.
As a professional, don´t get caught up in "talent management" buzzword.
Make sure you use holistic and comprehensive professional-development practices to achieve measurable results.
Build your human-capital development programs on comprehensive models that honor the individual´s purpose while fulfilling the needs and objectives of the organization!