In general, the paper "Talent Management for the Twenty First Century" is a good example of a management research proposal. The problem discussed in the article is about the failure of the traditional talent management approaches in meeting organizational needs regarding employee talent and skills needs. The author presents two talent management approaches that have traditionally been in use in managing talents in the organization. These methods include doing nothing. This involves organizations failing to anticipate future talent needs while making no plans to address the needs meaning that organizations hire from outside whenever needs arise.
The second approach commonly used by large, older companies make use of complex and bureaucratic models in forecasting and succession planning. The author hypothesizes that the above methods have failed in addressing talent needs in organizations sometimes resulting in talent shortage in organizations while at other times organizations finding themselves with excess talents but with no need for them. This author states is costly for the organization and hence the need to develop a third talent management model that addresses the shortcomings of the above models.
In this regard, the author hypothesizes that the third model should borrow from the principles of supply chain management or a just in time approach to talent management. This, the author hypothesizes that although it may not entirely solve the talent management issues experienced by companies, it will go a long way into reducing those issues while reducing the costs associated with talent management. The new Just in Time Talent Management approach that has been proposed should be based on four principles similar to those of supply chain management including the make and buy to manage risk, adapting to the uncertainty in talent demand, improvement of the return on investment in developing employees and preserving the investment by balancing employee-employer interests.
This, the author says is a perfect approach to talent management by organizations. The need for the study in the article As stated above, talent management involves anticipation of the need for human capital and then set out a plan to meet it. In addition, it has been established that through involving a lot of costs, traditional talent management approaches have failed resulting in organizations sometimes having talent deficits while at other times having surpluses.
As such, this article is important for a person studying human resources management courses as it enlightens one on the shortcomings of the current talent management approaches. In addition, it provides an alternative to these approaches by providing a Just in Time Talent Management model that borrows heavily from supply chain management. The article is equally important and applicable to the United Arab Emirates/GCC “ Gulf Cooperation Council’ environment. It should be noted that this is an economic council with a single aim of providing better economic environment hence helping companies achieve growth by being more profitable which should result in the overall growth of the economic block.
As such, the council can get insight from the article and hence be better placed to advise businesses falling under its jurisdiction on better talent management approaches or even coming up with a better talent management policy that avoids the shortfalls discussed above. Organizations with better talent management policies will be better placed to achieve growth hence achieving the GCC’ s goal of economic growth.