Talent management is the buzz-word in the HR field these days, but what exactly is this about and how can a company ensure that they have the right ‘talent management’ strategies and structures in place for their organization. The time of ‘one-size fits all’ and ‘follow the leader’ in new ideas and strategies has now been proven wrong. An organization first has to know itself, what it’s goals and ambitions are, what it’s values and principles are and more importantly, what business it is really in. The ‘talent’ that one industry needs is very different to that of another industry, even if the job is the same in many cases.
This book helps companies understand who they really are and therefore what talent they really need before guiding them to the how of finding and retaining the right talent for them. By analyzing all possible options of Talent Management and then giving the implications of each, the author truly gives a balanced look at what an organization can do in order to make sure that whatever they do, they are aware of the risks taken and avoided by that decision. This is the first book that allows the HR practitioner or Senior Manager to decipher the intricacies of Talent Management and find the Right Solution for their organization.
The source of competitive advantage has shifted in many organizations from reliability to innovation and flexibility. But what does it take for an organization that innovates to then manage effectively? In this follow–up to Built to Change, Ed Lawler argues that it is a combination of the right structure and the right people.
First, organizations must decide what structure they are: are you a high–involvement organization that has products and services that require a high level of coordination and cooperation among employees? Or do you have a more global competitor structure in which you are constantly bringing in new talent and technological expertise? Are you a mixture of both?
Lawler outlines the unique human capital strategy for each approach, shows what it looks like in action, and provides the foundation and tools for creating competitive and innovative organizations.
As Dave Ulrich rightly put it” Talent offers a definition of what can be, a statement of the gap in getting there and a blueprint for action”.