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Mastering Talent Management: The Uncertainties, Lack of Clarity and Misunderstandings

Mastering Talent Management: The Uncertainties, Lack of Clarity and Misunderstandings

Nana Yaw Oppong
Copyright: © 2017 |Pages: 16
ISBN13: 9781522519614|ISBN10: 1522519610|EISBN13: 9781522519621
DOI: 10.4018/978-1-5225-1961-4.ch003
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MLA

Oppong, Nana Yaw. "Mastering Talent Management: The Uncertainties, Lack of Clarity and Misunderstandings." Effective Talent Management Strategies for Organizational Success, edited by Mambo Mupepi, IGI Global, 2017, pp. 31-46. https://doi.org/10.4018/978-1-5225-1961-4.ch003

APA

Oppong, N. Y. (2017). Mastering Talent Management: The Uncertainties, Lack of Clarity and Misunderstandings. In M. Mupepi (Ed.), Effective Talent Management Strategies for Organizational Success (pp. 31-46). IGI Global. https://doi.org/10.4018/978-1-5225-1961-4.ch003

Chicago

Oppong, Nana Yaw. "Mastering Talent Management: The Uncertainties, Lack of Clarity and Misunderstandings." In Effective Talent Management Strategies for Organizational Success, edited by Mambo Mupepi, 31-46. Hershey, PA: IGI Global, 2017. https://doi.org/10.4018/978-1-5225-1961-4.ch003

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Abstract

Although companies around the world have made talent management a top priority, most human resource professionals and senior executives believe their organizations have not fully resolved the talent management puzzle. The chapter investigates if there are any indicators that suggest that talent management is a puzzle. Applying mainly review of academic and popular literature, the assessment is done under five headings including talent and talent management definitions; the need for talent management; the root of talent management; talent management strategies and processes, and talent management-diversity integration. It is revealed that albeit being differentiator between organizations that succeed and those that do not, talent management is saddled with uncertainties, lack of clarity, and misunderstanding, which are hurdles that need to be cleared to pave way for more effective talent programs. To overcome these, organizations should avoid one common blueprint to all talent situations, but develop approaches that suit individual talent requirements.

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