Talent Management

 The process of talent management may start with, acknowledging the necessity for talent and results in filling that gap and ultimately growing and optimizing the abilities, traits, and experience of workers, new and recent  (Ployhart, et al., 2013) . Figure 1 depicts the key points of the talent management process. Figure 1 - Talent Management Process Model Source – s emanticscholar.org  (2019)   1. Planning: Design, like any process with a group output, is the start of the talent management process (Sareen & Mishra, 2016) . It involves the subsequent characteristic wherever the gaps lie the human capital demand, formulating job descriptions for the mandatory key roles to assist guide sourcing and choice and developing personnel set up for achievement initiatives  (King & Vaiman, 2019) . 2. Attracting: supported the setup, the natural next step is to decide whether the talent necessities ought to be crammed in from at intervals the organization or from external sources (Wh

The term "Talent Management" isn't only a buzzword in the HR world. It is also dedicated to hiring, managing, developing, and retaining the best and brightest individuals in the industry. Indeed, talent management is critical to a company's business strategy since it oversees one of the company's most valuable assets (Bhattacharya, et al., 2008) . That is why, to retain employees, firms should try to successfully manage them and assist them in developing their skills and competencies. Here are some of the reasons why businesses should put money into talent management. Attract the best people: Having a comprehensive people management program in place allows businesses to attract the best and brightest personnel. It aids in the development of an employer brand that can attract new employees, hence improving the company's business performance and outcomes  (Baqutayan, 2014) . Employee motivation is important:  Strategic talent management assists firms in

Talent management seeks to draw in, identify, develop, engage, retain associated deploy people who are thought of as significantly valuable to an organization   (Campbell & Wendy, 2013) . It ought to align with business goals and strategic objectives   (Hirsh,, 2015) . By managing talent strategically, organizations will build a superior workplace, encourage a ‘learning’ organization, add value to their employer’s whole, and improve diversity management   (Collings, et al., 2017) . For these reasons, professionals think about talent management to be among their key priorities. There are several definitions of the term ‘Talent’ and ‘Talent Management. v Talent refers to people who will create a big distinction to organizational performance. this could either be through their immediate contribution or, within the long term, by reaching their highest levels of potential   (Taylor, 2021) . v Talent management is that the systematic attraction, identification, development, enga