Talent Management: Retaining Distinctive Human Capital Sustainably

Talent Management: Retaining Distinctive Human Capital Sustainably

Thembinkosi Ngcobo (University of KwaZulu-Natal, South Africa), Ana Martins (University of Kwazulu-Natal, South Africa) and Isabel Martins (University of Kwazulu-Natal, South Africa)
Copyright: © 2019 |Pages: 30
DOI: 10.4018/978-1-5225-7903-8.ch007

Abstract

Toyota South Africa Motors (TSAM) is the leading original equipment manufacturer in South Africa. Business strategy and talent management alignment is therefore the key for business success. For the past couple of years, there has been a frequent executive management turnover and several promotions to senior management positions. The research question was to ascertain the relationship between talent management strategy and the achievement of business objectives. The quantitative research study included a deductive approach. Primary data was collected using a questionnaire survey personally administered by the researchers. Results for two talent management pillars were positive but require some improvements. However, results for succession planning reveal this pillar requires urgent attention to maintain competitive advantage and realize the vision of becoming the mother plant in Africa.
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Global Talent Management

Talent management system begins by recognizing positions or strategic positions in the organization. Required talent to fill in strategic positions can be developed and recruited internally and can be sourced through external recruitment process (Al Ariss et al., 2014).

An effective talent management strategy has a clear understanding of the company’s current and future direction. Talent management personnel study the fundamental gaps between current and required talents, crafting a comprehensive talent strategy in order to eliminate the gaps. Therefore, a talent management strategy should be integrated with business strategies (Mobini Dehkordi & Tahmasb Kazemi, 2013).

Key Terms in this Chapter

Strategy: This concept is associated with plans of action, approaches, techniques, policies to manage and lead the organization to ensure its competitive advantage.

Business Objectives: This term is associated with the main purpose for the organization to be sustainable; the main goal target the firm needs to deal with competitors in the industry.

Succession Planning: Procedures that are allied to resourcing approaches the organization can implement to ensure that its employees are further developed to fill in vital and strategic roles to be leaders.

Sustainability: This notion is associated with the organization’s capability to be viable, feasible, long-living.

Human Capital: The construct is related to employees as individuals carry a set of skills, knowledge, attitude, competencies, and experience, which is regarded as capability, talent.

Competitive advantage: The notion is linked with factors that support the organization’s leading position in the competitive environment.

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