Strong talent management leads to greater workforce productivity and other benefits.  Organisations are unlikely to maximise their success unless they have a good strategy for developing people.

The Talent Engine

Talent management has been defined as the system in which people are recruited, developed, promoted and retained to optimize the organisation's ability to realise positive business outcomes in the face of shifting competitive landscapes and labour requirements.

The talent engine comprises the following components:

Leadership and Culture - how an organisation's leaders create an enabling environment for management learning.

Management Learning Strategy - how an organisation defines the scope of management learning, its current and future learning needs and its policies on how management learning interventions will be designed and delivered.  The learning needs should be derived directly from the strategic objectives and the system should detect changes in strategic direction that require different skill sets to be developed.

Management Learning Delivery - how an organisation chooses to deliver its management learning interventions.

Management Learning Measurement - how an organisation measures the impact management learning has on the achievement of the Strategic Objectives.

HR Support Systems - how an organisation's HR systems support management learning and how such systems influence the Talent Pool.

Talent Pool - the talent within an organisation that will enable the achievement of the Strategic Objectives.  Improving and leveraging the talent in the organisation is becoming a high business priority.