The purpose of this paper is to identify key new dynamics in the talent pool; identify the role of opportunity in the development of organizational talent; distinguish between the effectiveness of image and leadership behaviors in the attraction and retention of key organizational talent; touch on the key talent management areas which are well managed by successful organizations: employer brand/employee of choice strategy, employee engagement, coaching, project and stretch opportunities, and redeployment/outplacement; and to reiterate the need for senior ownership of the talent strategy, without which most talent strategies are doomed to remain expensive means to an elusive end
The paper is an opinion paper, which draws broadly on a range of talent management experience, and it identifies key acid tests of talent strategy success
Reiterates the need for senior ownership of the talent strategy.
The paper identifies key acid tests of talent strategy success.
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