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Talent management - competency development: key to global leadership

机译：人才管理-能力发展：全球领导力的关键

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Purpose - The purpose of this paper is to draw lessons on how building a talent management strategy rnbased on competency profiling becomes a critical impact area within the field of strategic HRM.rnDesign/methodology/approach - The case study discusses an Indian pharmaceutical organisation,rnthe environment and the issues arising in context to talent management. The case discusses a well rndesigned talent management strategy rnFindings - The talent mindset has helped the organisation in recruiting the best talent from the best rnpharmaceutical organisations. The attrition of the top and valued talent segment has come down. Some rnof the key positions have been filled through succession planning.rnResearch limitations/implications - The case study is in a lesser known but emerging sector of the rnIndian economy. The case has concentrated on attracting and developing and retaining key talent, it rndoes not concentrate on developing average talent into key talent.rnPractical implications - The implications lie in whether to grow talent or buy talent. What signal through rna communication strategy should a HR manager give when determining for talent segmentation? How to rndevelop talent and retain employees when there are not challenging options available in the internal rnlabour market?rnOriginality/value - This paper provides insights to HR practitioners on how to attract, acquire and rnmanage talent in a tight internal and external labour market. It also provides empirical support for, and rntheoretical understanding of, the strategic HRM literature on talent management theme.
机译：目的-本文的目的是吸取教训，以了解基于胜任力分析的人才管理策略如何成为战略性人力资源管理领域的关键影响领域。设计/方法/方法-该案例研究讨论了一家印度制药组织，环境以及与人才管理有关的问题。该案例讨论了精心设计的人才管理策略–发现-人才理念帮助该组织从最佳药品组织招募了最佳人才。高端人才市场的人才流失率下降了。某些重要职位已通过继任计划得到填补。研究的局限/意义-该案例研究位于印度经济中一个鲜为人知但新兴的部门。该案例着重于吸引和培养和保留关键人才，而不是集中于将普通人才培养成关键人才。实际意义-含义在于是否发展人才或购买人才。人力资源经理在确定人才细分时应通过RNA沟通策略发出什么信号？内部劳动力市场上没有挑战性的选择时，如何培养人才并留住员工？原始性/价值-本文为人力资源从业人员提供了有关如何在紧张的内部和外部劳动力市场中吸引，获取和管理人才的见解。它还为有关人才管理主题的战略性HRM文献提供了经验支持和理论理解。

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