Talent Management: Issues of Focus and Fit

Abstract

Talent management has dominated management literature for several years but organizations approach implementation in many different ways. This article suggests that the two key dimensions that require careful consideration are those of “focus” and “fit.” “Focus” relies on a clear strategy for how talent management will contribute to organizational objectives, what parts of the organization and which job roles will be priorities and where talent pools will be sourced. “Fit” ensures that talent management processes support the strategic objectives, resonate with but possibly also challenge the organizational culture, take into account the psychological contract between employer and employee and sit well with existing HR processes.