Talent Management Program in Organization: A Critical Analysis on Prospect and Barriers on Its Implementation

Tittle: Talent Management Program in Organization: A critical Analysis on Prospect and Barriers on Its Implementation

        Talent management program in organization is one of important program in the organization in order manage all the talented employees for the benefits of the organization.  The main purposed of talent management program is to make sure their high potential employees can keep develop and give high impact to the sustainable growth of the organization.   This paper write up objective is to identify a critical analysis on prospect and barriers on talent management implementation.  It will be analyze in different perspective of talent management and what is actually talent management all about and its barriers.

 According to (Lewis & Heckman, 2006) talent management it is difficult to define in precise meaning, there is many definitions and term of talent management made by authors that write about it.  (Lewis & Heckman, 2006) said that the terms “talent management”, “ talent strategy”, “ succession management”,  and “human resources planning”  are often use interchangeably. There are following statements that being use to defined processes for managing people in organization which is to make sure the right person is in the right job at the right time ( Jackson & Schuler, 1990, p. 235) ,  a systematic effort that being done by the organization  in order to ensure the leadership is continue to fill the key position and to make sure the employees keep develop and growth ( Rothwell, 1994, p. 6) and to manage the supply, demand and flow the employees that have talent and high potential ( Pascal, 2004, p. ix).  All this statements are used in order to define human resource planning, succession planning and talent management.

Before we go further on the prospect and barriers on implementation of talent management, we need to understand the process of talent management and what approach that we can use when implement this talent management to employees in the organization.  

Before we start planning how to manage the talents in our organizations, we need to identify the talent focus which is our values or principles, business context and talent market trends.  This is important to set up the talent management direction in the organization.  

Next, we need to positioning talent management that focusing on how talent management in our organization are designed or delivered and from that easier to integrating the right strategic management process that we want to implement.  We need to understand our talent pool or the sources of the talents before we designed our talent management system.  

After we clear about the directions and strategic management that we want to design, the organization need to focus on what key position or roles that they want to fill that will contributes on their sustainable growth.  After that, the organization need to understand their talents culture and identify the right talent that they will choose to be absorb in talent management programmed and from that these talents will be develop and being asses their potential and performances.  

After we implement all the planning, it is important to keep reviewing the talent management programmed to make sure how effective and the impact to the organization.  

The most important thing before planning the talent management programmed understands how to attract talent.  This is one of important and foundation in developing talent management programmed. The important elements that need to be focusing to attracting more talents are recruitment and selection, employer branding, employee value proposition and employer of choice (Armstrong, 2006).  When doing recruiting and selecting the talents, the organizations will use various of methods or ways to select the right talents based on the culture or principles that they hold as a foundation of the organization ( Armstrong, 2006) .  

This is important to make sure the organization choose the right talents in order to fill their key position and critical position that match with the strategic goal of the organization.  Not only that, it is also will lead the organization to achieve their sustainable growth.  The recruitment of members of talent pool is the first task of talent management strategy.  The talent pool is a group of employees with special qualities and are source to fill the key position and critical position (Ballesteros etal ,2010).

The sources of talented employees can be internal or external .The best way to create a talent pool is the internal sources which is employees that already familiar and know about the culture of the organization, so it is easier to the adapt with new  position (David et al 2007).However, if the organization want to introduce radical changes or to renew the culture ,external sources are the best (Ballesteros et al ,2010).   External sources is also good when the organization what to expand and diversify their talent pool and use different sources to fill the key position or critical position.

Employer branding includes development of an organization’s image, good enough to attract employees. In order to attract the best, organizational branding is a useful strategy, the organization that manages its corporate brands effectively, gains advantage in the highly competitive global market place .Without the good brand image, it is difficult to attract the right talents (Ana, 2009).  

Top rated companies have one characteristic in common, that is they give clear and consistent messages about themselves and that translates into a strong pull on talents (Tanuja, 2007). Employee value proposition is characterized by the potential employee’s perception of the value of an organization seeking to recruit him. The employee measure value proposition based on the challenge the job posses, work environment, training opportunities, flexibility and reputation of the organization (Oehley, 2007).

Talent retention aims to take measures to encourage employees to remain in the organization for the maximum period of time.  Retention is one of the most important process in talent management.  Retention is important because through retention, it will give good impact to the organization and with this talented employees that keep retain in the organization it will lead to sustainable growth.  If the organization fails to retain the employees, it will affect the organization not just in short term but also in long term.

 Talent turnover is harmful to a company's productivity because costs of attraction are high.  In order to retain the talents, the organization need to invest  and its usually involves high cost .Direct cost refers to turnover costs, replacement costs and transitions costs, and indirect costs relate to the loss of production, reduced performance levels, unnecessary overtime and low morale ( Echols, 2007) .

Vaiman et al (2008) define two classifications of retention tool to suffice employee’s expectation: extrinsic and intrinsic incentives. Extrinsic incentives includes different sorts of monetary rewards which can satisfy employees‘s physiological needs, while intrinsic incentives refer to non-monetary rewards that can fulfil employees‘ psychological needs. The monetary reward is admitted as an essential tool to retaining talent (Vaiman et al, 2008).