An Evaluation of Talent Management Drivers Through the Lenses of Lockwood (2006)

An Evaluation of Talent Management drivers through the lenses of Lockwood (2006)

Talent Management: Driver for Organizational Success

Nancy R. Lockwood (2006)

The following essay will provide a critical review of the article written by Lockwood (2006) when it comes to the subject of talent management and how to improve the practice within the organizational context.

It was through the initial reading that the student quickly understood that Lockwood have acquired and understanding on the subject, as well as through the overall presentation of the recommendations mostly based on the review of popular literature and major case studies in the subject.

Clearly Lockwood have decided to conduct her investigation in this particular topic in line with the suggestion provided by Illes et al, (2010), whom stated that talent management has become one of the most important tools that can be used to maximize the potential of the human resources within the organization, increasing at the same time aspects such as retention and level of engagement in the workplace.

As the student went through the existing literature it could be noticed, through the articles written by Capelli (2008) or Jackson (2010) that the interest with talent management is nothing relatively new.

Although Jackson (2010) suggested a sharp increase on the interest of these practices during the early 90’s, Capelli (2008) goes even further back in time and stated that the interest at least in the US, can be traced back more than six decades ago, when companies were looking into the talent management subject as a way to boost their individual and organizational performance.

Before providing an overview of a definition on talent it is worth to take note on the suggestion provided by Lewis & Heckman (2006) whom stated that multiple definitions of talent management can be found within the existing literature and these might vary from author to author and according to what they consider important, bringing a wide range of different version into light.

According to CIPD (2006) talent management can be represented as a calculated approach to human capital development that can be applied through an organization in order to attract, develop, nurture and retain all the employees that would possess a high degree of existing aptitudes or high potential to contribute in a positive manner to their personal as well as organizational development.

Stockley, (2005) have provided a similar definition to the one presented by the CIPD (2006) however the author also added that talent management should in fact be used an as application to overcome the challenges that an organization would faced when influenced by a complex and competitive external environment.

Such