Dlaczego zarządzanie talentami ma znaczenie? (wersja angielska)

Do you still believe that all the company needs to do in terms of people management is to hire new employees when really required, on-board them providing goals and responsibilities, evaluate their performance from time to time? If your answer is yes, it is high time to change the approach unless you are fine with constantly complaining how difficult it is to keep your employees satisfied with their work, retain them and make fully dedicated to your company. Does it sound familiar?

The whole magic of talent management is not what you should do but how you should take care of your people. In my blog, I will strive to give arguments why talent management matters as there are various answers to this question.

I would like to start with providing some insight on the approaching challenges on the employment market. According to Claudio Fernandez-Araoz, the senior adviser at the global executive search firm Egon Zehnder publishing in Harvard Business Review, there are three factors, which influence the availability of high-potential employees in the market: globalization, demographics and the management of internal talents' pipeline.

Globalization allows companies to search for top candidates beyond their home markets. This results in situations where the talents get attracted by companies in developing regions. Fernandez-Araoz gives numerous examples proving the shift of high-potential employees towards China, India or Brazil.

The next two factors demographics and pipeline are closely related. On one side, there is a decrease in the number of young leaders who will be able to take the executive roles soon, and, on the other side, companies do not pay enough attention to building the strong pipeline of junior talents who will lead in the future.

I find this research very much eye-opening. It proves how critical it is to raise awareness of the importance of talent management.  

REFERENCE:

Fernandez-Araoz, C. (2014), ‘21st Century Talent Spotting’, Harvard Business Review, Jun2014, Vol. 92, Issue 6