Join getAbstract to access the summary!

Talent Management

Join getAbstract to access the summary!

Talent Management

Strategies for Success From Six Leading Companies

ASTD Publications,

15 min read
10 take-aways
Audio & text

What's inside?

To survive the coming talent shortage without sacrificing your edge, take a few pointers from industry leaders.

  • 0.5×
  • 0.75×
  • 1×
  • 1.25×
  • 1.5×
  • 1.75×
1×

Editorial Rating

7

Qualities

  • Applicable
  • Overview

Recommendation

Talent management is a fascinating topic full of potential for dramatic motivational speaking and cutesy pop psychology: Learn to manage talent, excite the troops, spread the vision, enlist the worthy, prepare the next generals and make a tidy profit, all while doing noble work. Alas, the real world of talent management isn’t that simple or passionate, but it does have room for plenty of inspiration, creativity and innovation. Editor Larry Israelite, a vice president and human resources (HR) manager at Liberty Mutual Group, compiles valuable, specific information that hits those high notes. He and the book’s other contributors present a fresh look at talent management ideas. A few of his writers overdo the HR-speak, but most stay pragmatic. From four steps for creating a talent plan to six success stories to 10 tips for getting on board with talent management, this book provides explicit advice for anyone seeking better talent management. getAbstract recommends it to human resources employees and managers as well as their superiors, up to and including CEOs.

Summary

What Is Talent Management?

Talent management isn’t a new concept to human resources (HR) leaders or to major companies, but it takes on new meaning and greater importance in volatile economic times. The definition of talent management varies among industries, companies and even branches of the same business. That’s generally smart because it means managers are molding the concept to fit their firm’s needs. The best approach is to define it simply as the work businesses do to get the most out of their people – for the sake of their employees and the bottom line.

Human resources departments should not own talent management. It should pervade a company’s goals and involve the whole workforce, although not necessarily in the same way. Ultimately, you must define what “talent management” means for everyone in your business. That includes properly categorizing talent, preferably as anyone working for the company in any way, perhaps even contractors. Within this broad vision, your talent management activities might include hiring, training, evaluating performance, developing employee careers, coaching executives and planning for succession. Create your talent management vision...

About the Author

Longtime corporate manager Larry Israelite is a vice president and manager of human resources development for Liberty Mutual Group. He also edits and contributes to various publications.

Comment on this summary