The Role of Human Resources Practitioners in Talent Management

The common critical requirement for an successful Talent Management development in the organization is a Human Resource team that is professionally resourced. Understanding bears out the fact that most organizations have now understand that they cannot cut bends when it comes to establishing a professional HR team. The results are obvious: High attrition - the organization becomes more or less a rotating door, poor image as an employer of choice in the labour market and eventually ordinary performance by the organization.

HR professional must design, plan, apply and develop successful Talent Management programmes. This is where structure and progression come into play. What many organizations do is to abandon the process of talent management to the HR function. The HR team then erroneously accept as true that it is able to execute this without inputs from the senior management and line management, and it is for this reason that most talent management proposal do not get off the ground.

Appreciably, Senior and Line management must defender the process of talent management in organizations behavior in mind that in the fast rapidity world of today, changing demographics, globalization and high mobility of labour, with the rapidly up-and-coming technologies and constant change, any organization without an destructive Talent management process would soon face insolvency and become irrelevant in the business atmosphere.

Talent Management, it is suitable to look at the process compulsory to put in place and actually institutionalize it. Unless it becomes part of the Organization's culture, the wrong results will persist and, in contrast, the right results will avoid the organization.

The link between organizational performance and poor HR practices has been a continued focus on Human Capital Management. Employees are now seen as the real resources of the organization. Other possessions cannot be appropriately organized unless the right people are in position to manage them.

The subsistence of a HR department or function in any guise does not suggest that the issue of Talent Management is of prime importance to the organization. One has to look at the quality of the team that has been put in place to drive the project.