整合型人才管理系统.pdfVIP

Integrated Talent Management Optimising the Employee Life Cycle Integrated Talent Management Table of contents 1. Integrated Talent Management Defined 3 1.1 Two Integration Levers 4 1.1.1. A Robust Capability Framework 4 1.1.2. The Employee Life Cycle 5 2. Integrating the Four Key Elements of Talent Management 7 2.1. Retain8 2.2. Recruit 9 2.3. Perform 10 2.4. Develop11 3. Integrated Talent Management in Practice 12 3.1. Benefits of Integration 12 3.2. Reporting Options Your Talent Management Dashboard 13 4. References 15 Integrated Talent Management Talent management is one of the biggest challenges facing organisations this century. The demand for superior talent far outweighs supply, and more and more companies are feeling the impact as they compete in the global market (Frank Taylor, 2004). Globalisation, workplace reform and changes in the demographic composition of the workforce have affected how talent needs to be managed (Nankervis, Compton Baird, 2005). These factors also reinforce the importance of having a flexible talent management system. The growth potential of organisations worldwide depends on the ability of companies to have the right people, in the right place at the right time. Research demonstrates that companies with enlightened talent management policies have higher returns on sales, investments, assets and equity (Caudron, 2001). “Savvy companies understand the competitive value of talented people and spend considerable time identifying and recruiting high calibre individuals wherever they can be found. The trouble is that too many companies pay too little attention to allocating their internal talent resources effectively.” (Bryan, Joyce Weiss, 2006)