Every person has an identical efficiency, skills, personality and traits that suit a particular role of job and any other position will make discomfort. It is the duty of talent management to offer the right job to the right person. If HR Management has failed to perform their role correctly the consequence is the further recruiting, guiding and other activities.
Both the organization and the employees are benefitted by Talent Management. In the case of organization talent management helps them to link between business goals and efforts of individuals and providing them the commitment of respected employees. It also helps the organization to reduce their turn over and to increase bench strength, proficiency and that of productivity. On the other hand, employees are benefitted by the increasing commitment and motivation by talent management. It also helps them to increase their knowledge about the goals of the company and develop their career and that of make them satisfy by giving them their suitable job profile.
Development, motivation, attraction, retention, and progression of planning are the main aspects that summarize the concept of talent management. In order to create a more compatible whole that can be used as an instrument of developing and implementing of commonly subsidiary activities that benefited the organization to get and retain the talented people, those aspects should be tied up together.
Talent Management, the term also has the dynamic to be practiced both to facing the needs of the organization and that of the people, which is intermingled with the practical sense of what Human Resource Professionals are trying to do. Overall the term talent management represents the accurate people required by the organization to meet their strategic goals. As the employee are the most significant and valuable aspects of the organization, organizational development should be depended on the shoulder of its employee.