Figure 1: Word cloud
Talent
According to Khzam (2015), Talents are defined as “Unique Abilities”. 'Individual has own abilities to do things, practicing things that either others can’t do it or people who can do it are rare. Talented people are the individuals who have “Unique abilities”. Talented people can do things that few other people are able to do'. Michaels, Handfield-Jones and Axelrod (2001), emphasize that talent is the total capabilities of a person and also it consists of learning and improving capabilities. These capabilities would exhibit in terms of contributing to the organization. Capabilities are the inner gifts that are given directly to people and those are different from acquired capabilities and knowledge. Fundamentally, both natural and acquired abilities are combined to deliver the final output as talent.
Figure
2 shows, ten reasons why talent is critical to success. (Senthilkumar and Kumudha, 2011)
Figure
2: (source: Senthilkumar and Kumudha, 2011)
Talent Management
As Nirala & Chaudhary (2014), defined talent Management
is an organization's commitment to recruit, retain and develop the most
talented and superior employees available in the job market. Organizations are
committed to hire, manage, develop and retain a talented workforce in the process
of achieving business goals.
The extensive development of technology
started in the 21st century. Within the last few years, talent management has
grown implicitly, giving organizations a fruitful idea (Arif & Thakkar, 2015).
Competition between employers has shifted from the country level to the
regional and global levels (Ashton & Morton, 2005). Managing talent in a global organization is
more complex and demanding than it is in a national business. It is evidently a
concept close to a high-performance work system, with a more strategic approach
(Nirala & Chaudhary, 2014).
Talent management has become one of the most important strategic objectives in organizations (Senthilkumar and Kumudha, 2011). Many companies have realized that employee’s talents and skills are the keys to achieve their goals. Companies that are engaged in talent management are strategic and deliberate in how they attract, select, train, develop, retain, promote and move employees through the organization (Srivastava and Bhargava, n.d).
Importance of Talent Management
Talent management is the key to the success, efficiency, and
consistency of modern business organizations (Senthilkumar and Kumudha, 2011).
There are many reasons why a successful talent management system is important for
contemporary organizations.
A successful talent management system identifies critical
jobs in the organization and ensures top performers are recognized, rewarded
and engaged in. Sometimes, people who are doing critical jobs are not the best
performers and the best performers are not in critical jobs (Senthilkumar and
Kumudha, 2011).
Another importance
of a successful talent management system is to identify and develop high
potentials. Identifying top performers and their capacities and fostering their development provides higher chances for performance and retention (Senthilkumar
and Kumudha, 2011).
According to Senthilkumar and Kumudha (2011), a successful
talent management system plans for organizational transactions. To avoid
disruption in business performance, it is vital to manage departures of talent.
To avoid skill migration and minimize departure of talent, most airline employees’
pilots, engineers’ salaries are maintained at the international competitive
level.
A successful talent management system addresses the movement of
talent. If an employee’s skills can be better utilized in another function,
talent should be driven to those functions. It is necessary higher managers
fill the gap without affecting organizations goals quite quickly (Senthilkumar
and Kumudha, 2011). Many aviation academies recruit instructors on a full-time or
part-time basis among their own employees in parent organizations or the airlines,
who have been fulfilled the required qualifications and experience, with the
intention of delivering theoretical elements embedded with practical experience
during the training.
A successful talent management system creates talent pools
(Senthilkumar and Kumudha, 2011). Türk & Kavraz (2021) observed a strong relationship
between talent management with the talent pool which would be formed
with qualified candidates, selecting candidates suitable for the job in terms
of knowledge and skills. In many airlines, the engineering department has a talent
pool of engineering instructors allocated for different pieces of training. When other
airlines or the same organization requires specific training, these
instructors will be allocated.
Through successful talent management processes, organizations lead their businesses to a bright future. All employees in the company become masters in their own department and do their best to achieve the company goals, making a win-win situation for both organizations and for the employees (Rostam, 2019).
List of references:
- Aakanksha, N. and Navoditha, C (2014), 'Talent management', vol. 5, issue 5, University of Delhi, BBSSES, pp. 49-55.
- Arif, S. and Thakkar, S (2015), 'Trends in Talent Management, International Journal on Recent and Innovation Trends in Computing and Communication', vol.3, issue. 2, pp. 899-902.
- Ashton, C., and Morton, L. (2005), 'Managing talent for competitive advantage. Strategic HR Review', vol. 4, issue. 5, pp. 28–31.
- Khzam, MA (2015), 'Talent Management Research and overview'.
- Michaels, E. Handfield-Jones, H. and Axelrod, B (2001), 'The War for Talent', Boston, Mass.: Harvard Business School Press.
- Rostam, F.A. (2019), 'Managing talent in human resource management', weblog, viewed 27 July 2021 < (PDF) MANAGING TALENT IN HUMAN RESOURCE MANAGEMENT | Fatemeh Azizi Rostam - Academia.edu >
- Senthilkumar. and Kumudha. (2011), 'Talent Management: The Key to Organizational Success', Industrial Engineering Letters, vol. 1, no. 2, pp.26-40.
- Srivastava, R. and Bhargava, S (n.d). 'Competency mapping – a strategic approach in talent management', Bharati IMSR Journal.
- Türk, A. and Kavraz, ZM (2021), ‘The Role of Talent Management in Human Resources Management: A Qualitative Research in Aviation Industry’, American International Journal of Business Management (AIJBM), vol. 4, issue. 02, pp 12-20.
