Talent Management in an Organization


With companies constantly growing and aiming to achieve specific targets, it is becoming increasingly important for them to maintain one of the most important drivers of success, their workforce. However, with jobs becoming more complex than ever before, one employee cannot simply just be changed out for another at a moment’s notice. Companies need to find, nurture and develop talent. Here we breakdown the importance of talent management and why companies should prioritize having a sound talent management strategy. 

What is Talent Management?

Talent management, in an employment context, refers to the practices organizations use to attract, develop and retain employees. In every company employers hire candidates who possess a certain skill set and bring experience to their specific role and the organization as a whole. As people are the most important resource to an organization, there has been an increased focus on how companies are able to retain their employees and encourage them to move forward with the company.

Why is Talent Management Important in a Company?

Over the past few decades it has become more apparent the role skilled individuals possess within an organization. While many employees are able to get a job done at a requisite level, it is difficult to find skilled and knowledgeable employees who provide excess value to an organization. 

Just like in sports teams, it is essential to have some great players in your organization who possess the necessary skills to drive your team, and ultimately your company to success. While finding such employees is hard, keeping them is equally as hard in today’s competitive environment, where other companies and recruiters can reach out to them at the click of a button.

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How Do Companies Retain Talent?

1. Competitive Compensation

An effective way to attract and retain skilled employees is through competitive compensation and benefits packages. This may include salaries, structured bonuses, health insurance, leave days, flexible work policies and more.

2. Opportunities for development

Companies that place importance on employee development and recognition, keep employees engaged in the work they do. Opportunities for growth and development make employees feel valued and motivated to stay in the company and stay engaged with the work they do. 

This also works to the benefit of the organization, as leaders can identify where the skills and knowledge gaps may exist and can develop employees in-house to fill those gaps. By filling the skills gaps employees feel more empowered and the business can better achieve its goals.

3. Company culture and work environment

The company culture intertwines with almost all other aspects of talent management. It allows companies to attract top talent, promotes development within the organization, promotes diversity (in personnel and skills) and ultimately drives performance. 

A positive company culture that takes a holistic viewpoint of all these elements, encourages employees to stay within an organization and encourages productivity and innovation.

4. Planning for the future

A major part of talent management that is often overlooked is future planning. By developing talent within an organization, a company addresses the needs of the organization and the needs of employees. Identifying and nurturing talented employees allows for the development of a strong pipeline for key roles that may need to be filled in the future. Additionally, employees feel more valued when they are on a stable path to leadership roles.

Adopting Good Talent Management as a Strategy

Aiming for success in today’s day and age inherently requires companies to perform a balancing act between company objectives, principles and employees. On one hand we can see the importance of taking care of employees and ensuring their needs and wants are met. While on the other hand a company’s goals and objectives remain crucial for its survival and achieving specific outcomes. 

By clearly defining their goals and values, and projecting this to candidates from the start, they can ensure employees are aligned with the direction of the company. Organizations should outline the expectations, as well as the resources and support that can be provided for employees to reach the outcomes. When employees feel motivated and supported by their organization, they will continue to contribute towards the organization’s success. 

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About Author

Annie Huang

As Senior Regional Recruitment Manager, Annie uses her expert knowledge and experience to help companies with their global hiring strategy, providing support to both established enterprises and those new to the market. She knows the ins and outs of recruitment practices and employment laws throughout Asia, with a special focus on China and Singapore. Annie consults on global mobility projects and guides our clients to better understand the market so that they can reach their goals faster.

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