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Abstract
Today, in the current global world, competition and, innovation as well as creativity, are the elements
which define and corporate strategies to excel and stand tall in knowledge economy. During this 21st
Century, effectiveness, efficiency and total quality is what organizations strive for and can only be
achieved by successfully managing and retaining and utilizing the best talents available in the labour
market. Talent management is about human resource planning function where an organisation has to
critically undertake a survey of the labour market, and try and identify and get the right people, who
possess the right qualification for the right jobs for its present and future human resources, these has
posed a great challenge for many organizations in Kenya, because despite of people possessing the right
talents there has been great mismatch between the required talents the available talents and the job
market. And has in many instances led to employee’s frustration and dissatisfaction making many
organizations not realise their goals and objectives. Human Resource Management department has to
play a role for supply of the human being who poses the required talents for the organization. This
research will inform the management of talents, scope and affecting factors on talent management;
talent management practices and relationship between organizational competitiveness, effectiveness and
talent management.
Introduction
In the present world, globalization and people with required skills and aptitudes to
competitive advantage is what defines meet current and future organizational
organizational strategies as a result of prospective. The function of talent is to
technological innovations which has been prepare an organization for future skill
experienced to progress through knowledge, shortage they will be faced with.
economy and talent innovation. As
With the current competitive work
competition progresses day by day
environment talent management is a drive
organizations are striving to enhance
for organizational success, management of
sustainable growth which has in the long run
talents enables business to meet business
brought a lot of challenges.
talent demands which are vital for the global
Talent management refers to the process that market environment and business strategies,
facilitates the “identification, development talent management focuses on business
and engagement, deployment of those prospects and aims to bring out the
individuals who are of particular value to an potentiality of each individual employee and
organization,[1] ,likewise talent management recognizes the importance of maintaining
is the implementation of integrated individuals with requisite talents in a
strategies or systems designed to increase competitive labour market
workforce productivity by developing
All practitioners, researchers are aware of
improved processes for attracting,
the difficulties facing organizations in an
developing, retaining and utilization of
endeavour to remain competitively viable in
Agnes Chemaiyo Kurgat| Sep.-Oct 2016 | Vol.5| Issue 5|01-08 1
Available online at www.managementjournal.info
the world economy markets. These efforts changing internal and external environments
have mainly shifted focus on talent of organizations.
management practices in the last decade
Talent management issues have to be
especially with the emergence of strategic
addressed at the highest level of the
talent management approach.
organization and management of strategic
There is a considerable difference between decisions and practices need to focus on the
the prospects or prescription in favour of the results, which should reflect the thoughts
“investment in human factor and the and actions.
practices of companies.”
As innovation and creativity present new
Talent management is well developed and solutions to workforce and organizations,
completely recognized and its role is Human Resource Managers need to start
increasing. The possibility of recruiting a using cutting-edge innovation solutions in
well-educated labourer with the capabilities the market, sourcing for the best-of-breed
and skills will be advantageous conditions: tool in the market as the best solution.
many factors consider the idea of strategy of
Talent management literature has generally
talent management. The connection between
focused on constructs of loyalty, job,
the sufficiency of talents, management
fulfilment and organizational productivity.
practices, person and organization fit, and
The fit between person and organizations,
person and the task/job fit has been
person-job, persons-talent-organization has
examined before. It has been hypothesized
been a neglected area.
that there is a strong positive relationship
and actually talent management practices Previous studies indicate that person-talent-
contribute actual and perceived person- organization fit has significant effects on
organization fit and perceived person-job fit. organizational commitment, performance,
positive work, attitude, employee turnover.
Talent management practices are perceived
as sufficient. The employees will have a Among a few studies undertaken, talent
better sense of fit with the organization and management has been mentioned as a
the job. The other hypothesis asserts that process that begins through organization and
anxiety will influence positive relationship socialization.
between perceived sufficiency of talent
management practices and person- This study aims to make contribution to
organization fit and person-job fit. Although literature by examining the perceived
talent management is perceived as sufficient, sufficiency of talent management practice as
persons with high anxiety may not have a an antecedent of person-organization fit.
better sense of fit with the organization and Main Review
with the task.
The Key Role of Talent Management in
In modern organization, it is necessary that Today’s Vibrant Organizations
strategic Talent management issues be
addressed due to the emerging problems Talent management has been considered as
one area which has contributed to enhanced
emerging from changing internal and
external environment which has also made it productivity and profitability, the goal of
complex to understand talent management talent management is to improve
by organization as the most source of productivity and employee performance
which enables the organization to get the
competitive advantage.
right people, to do the right jobs and occupy
Most organizations as a result of the right positions which enable
globalization changes such as mergers, organizations to succeed and avoid job
downsizing, growth and restricting have mismatch. Talent management also enables
introduced concepts to try new techniques in organization to achieve its goals and satisfy
management of talents, as talent the customers by provision of quality
management has been considered to play a products and services by qualified personnel.
major role in addressing issues related to the
respondents stated that search for talents To convince employees to use their
with the requisite competences is apriority capabilities and efforts in reaching
in these organization due to the impacts of organizational goals.
competition from other telecommunications To offer a working environment
companies, namely: safaricom Kenya, airtel stimulating hidden creativity and energy.
Kenya and post office Kenya, 67% of the To create work conditions that stimulate
respondents indicated that the Kenyan innovation, teamwork and total quality
market is evolving and companies have concept
began to put greater emphasis on talent Encourage flexibility for achieving
acquisition and retention. Only 50% of the learning in organization.
employees in telecom Kenya have scorecards Establish methods of holding people
in place which measure their competences accountable to meet measurable talent
and performance. Another 50% seem to management objectives, so as to prepare
belong to the analogy group and do not have people for promotion to higher levels of
an idea on how the company measure responsibility.
employee performance in terms of company To prepare individuals for future
profitability and employee as well as challenges along continuum of technical
customer satisfaction. expertise to dual career ladder.
Identify, capture and pass on institutional
Talent Management Survey Kerio
Valley Development Authority Kenya wisdom and memory, and pinpoint key
(2011) social relationships and mentoring future
successors to have access to important
According to the study,50% of the employee, people in future through succession
indicated that the organization had talent planning.
management strategies in place,60%strongly
agreed that the organisation is keen in Contributing Factors of Talent
retaining the available talents as available Management
in the organization. About 40% of the Traditionally human resource practices
employees reported that their departments centred on control and delegating employees
had talent management systems in towards realization of organizational goals
place.76% of human resource practitioners
reported that talent management was The talent management strategy recognizes
apriority in their departments, only 20% of the worth of knowledge and capabilities in
the employees indicated that their realization of corporate objectives. It takes a
organization adequately prepared the lower supportive and developmental strategy to
cadre employees to step up to senior achieve results through the efforts of talented
positions, although the retention and pool of employees/talents when opportunities
motivation of employees becomes a problem for growth and enhancement of skills are
in such organizations, less than 50% of the available. Employees will be stimulated to
employees did indicate that their give their best, leading to greater job
organization did not have a formal budget satisfaction and organizational effectiveness.
specifically set for training and recruitment Human resource practitioners’ role has since
for competitive talents from the labour changed from control and direction of
market, employees to developing and maintaining
and a pool of talented people. Managers are
Aims of Talent Management expected to move towards clarifying goals
Clarify and communicate reasons why and paths and creating supportive and
talent programmes are needed in growth oriented environment where people
organizations based on the business needs. are willing to take up assigned roles willingly
Specify the measurable results desired and enthusiastically.
from talent management. The effective use of talented employees is the
Help employees reach optimal most critical factor in successful
performance and use fully their capacity accomplishment of corporate goals. To be
and potential.
References
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