TALENT MANAGEMENT IN A RECESSION
TALENT MANAGEMENT IN RECESSION
INTRODUCTION
Talent management is an idea that has been around for a long time. It’s been re-labelled, and that enables wise organization to review what they are doing. It integrates some old ideas and gives them a-freshness, and that is good (David Guest p. 29, 2006). This idea has many sides to it with key interest of practitioners and scholars finding a concrete definition about it. The interest of academicians has been profound in the area of Talent and Talent Management (TM) which has been of long history. However, Talent Management came into lime-light in the late 1990s after a quarterly survey was conducted by a consultant group which was published and title The War for Talent (Scullion & Collings, 2011). The research highlighted the importance of top performers (talents) to fill key areas in the organization. This literature focuses on reviewing and evaluating the term “talent management in the light of recession” as there has been countless of publications on talent management with many authors, writers, scholars and employers of labour have different view of the word “talent management”. Furthermore, the literature examines researches on talent management in recession, and the key issues identified by various researchers on how talent management in recession.
This literature pointed out limitation in definition of talent management, and concluded on the strategies adopted by organization on talent management in recession.
Definition of Talent Management
This literature review will be considering what the meaning of talent management before discussing it in the light of recession.
Duttagupta’s, R., (2005) view talent management as the strategic management of the flow of talent through an organization. Its purpose is to ensure that a supply of talent is available to align the right people with the right jobs at the right time based on business objectives.
The phrase ‘talent management’ has many sides to it,
INTRODUCTION
Talent management is an idea that has been around for a long time. It’s been re-labelled, and that enables wise organization to review what they are doing. It integrates some old ideas and gives them a-freshness, and that is good (David Guest p. 29, 2006). This idea has many sides to it with key interest of practitioners and scholars finding a concrete definition about it. The interest of academicians has been profound in the area of Talent and Talent Management (TM) which has been of long history. However, Talent Management came into lime-light in the late 1990s after a quarterly survey was conducted by a consultant group which was published and title The War for Talent (Scullion & Collings, 2011). The research highlighted the importance of top performers (talents) to fill key areas in the organization. This literature focuses on reviewing and evaluating the term “talent management in the light of recession” as there has been countless of publications on talent management with many authors, writers, scholars and employers of labour have different view of the word “talent management”. Furthermore, the literature examines researches on talent management in recession, and the key issues identified by various researchers on how talent management in recession.
This literature pointed out limitation in definition of talent management, and concluded on the strategies adopted by organization on talent management in recession.
Definition of Talent Management
This literature review will be considering what the meaning of talent management before discussing it in the light of recession.
Duttagupta’s, R., (2005) view talent management as the strategic management of the flow of talent through an organization. Its purpose is to ensure that a supply of talent is available to align the right people with the right jobs at the right time based on business objectives.
The phrase ‘talent management’ has many sides to it,
References: