The paper "Strategic Talent Management by Collings, Mellah" is a good example of a management article. Modern organizations are constantly changing contributed by factors such as modernized policies, rationalized global market and varied and elastic employment arrangement. Certainly, the implications of these factors to any business are significantly evident (Hough & Oswald, P. 635) 2000). In view of, evolving nature of the work environment, analysts propose that in order to achieve the corporate goal of any organization; competent job analysis and strategic talent management practices must be implemented. As such, valuable information to handle particular positions and complex issues is facilitated (Stone, p.
1). This report critically analysis Collings and Mellahi`s journal article, “ strategic talent management: a review and research agenda. Human Resource Management Review” . The report begins by looking which looks at the relevance of talent management to IHRM. Secondly, this report will check the strength and weaknesses of this article, and lastly come up with essential recommendations and a conclusion. 2.0 Significance of Strategic Talent Management to IHRM Simply put, Collings and Mellahi (p. 5) define strategic talent management as the process that makes sure an organization has the right staff in the right tasks, and at the right time to generate the projected results.
Human resources are one of the most important asset of any organization. These individuals create value for the business through confirmed business practices, sales, innovation, and customer service and through various diverse activities (Lawler, p. 1). This means that as the business endeavor to meet it corporate goals, then, it ought to ensure availability of a continuous and incorporated process for hiring, training, supporting, running and remuneration and compensating these employees.
In other words, talent management is not only a matter of attracting, retaining and developing the high caliber talents, rather, organizing and managing these individuals to ensure they generate the best organizational performance.
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