The talent management strategy may be supported by technology such as HRIS (HR Information Systems) or HRMS (HR Management Systems).
Talent management is an organization's ability to recruit, retain, and produce the most talented employees available in the job market.
This should be the ideal environment to execute a talent management system as a means of optimizing the performance of each employee and the organization. Job analysis and assessment validation help enhance the predictive power of selection tools.
Data points such as cost-per-placement or average time to recruit are critical in predictive analytics for talent management.
Divisions within the company should be openly sharing information with other departments in order for employees to gain knowledge of the overall organizational objectives.
The issue with many companies and the military today is that their organizations put tremendous effort into attracting employees to their company, but spend little time into retaining and developing talent.
Activities such as performance management and talent acquisition (recruiting) were less frequently included in the remit of corporate talent management practitioners.
Compensation was not a function associated with talent management.
However, talent management also seeks to focus on an employee’s potential, meaning an employee’s future performance, if given the proper development of skills and increased responsibility.
This term "talent management" is usually associated with competency-based management.