8572341
Beschreibung
Mindmap von ingrith guasca, aktualisiert more than 1 year ago
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Erstellt von ingrith guasca
vor fast 8 Jahre
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TALENT
MANAGEMENT
- What is talent
management?
- ensure the right
person is in the right
job at the right time
- Jackson & Schuler, 1990
- Jackson & Schuler, 1990
- managing the supply,
demand, and flow of
talent through the
human capital engine
- Pascal, 2004
- Pascal, 2004
- a deliberate and
systematic effort by
an organization to
ensure leadership
continuity in key
positions and
encourage individual
advancement
- Rothwell, 1994
- Rothwell, 1994
- the terms in the
TM debate – which
centers on the
effective
management of
employee talent
- “there isn't a
single
consistent
or concise
definition
- Nevertheless,
Ashton and
Morton note,
“good TM is of
strategic
importance”
- A second
perspective on
talent
management
focuses
primarily on the
concept of
talent pools
- is a set of processes designed to
ensure an adequate flow of
employees into jobs throughout the
organization
- Kesler, 2002; Pascal, 2004
- Kesler, 2002; Pascal, 2004
- is a set of processes designed to
ensure an adequate flow of
employees into jobs throughout the
organization
- Nevertheless,
Ashton and
Morton note,
“good TM is of
strategic
importance”
- ensure the right
person is in the right
job at the right time
- Grounding TM in
research
- In the peer-reviewed literature there
is a significant body of research that
has examined the link between HR
investments and practices and
organizational outcomes
- This field is
broadly known
as strategic
human resource
management
- this research demonstrates the value
of high quality HR practices and has
outlined how that relationship can vary
depending on the business or people
- In the peer-reviewed literature there
is a significant body of research that
has examined the link between HR
investments and practices and
organizational outcomes
- Problems with TM as
currently defined
- the term “talent
management” has
no clear meaning
- “If we deal only with programs and
processes, then we never touch what is
ultimately our greatest strategic
differentiator: The talent inherent in each
person, one individual at a time”
- Buckingham &
Vosburgh, 2001
- Buckingham &
Vosburgh, 2001
- To date, the criticisms of the “War
for Talent” approach to TM have
been equally unburdened by
rigorous data analysis
- criticizes this approach
for promoting a nearly
exclusive focus on
individuals rather than
the many organizational
attributes (team
structure, physical
capital) that support
them.
- criticizes this approach
for promoting a nearly
exclusive focus on
individuals rather than
the many organizational
attributes (team
structure, physical
capital) that support
them.
- the term “talent
management” has
no clear meaning
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