The term talent management has been gaining considerably since it firstly announced; however, it is still acting ambiguous to some firms due to lack of clarification (Lewis and Heckman, 2006:139). To define the term, talent management, according to Collings and Mellahi (2009) that, there are three steps that need to be achieved. Starting with identifying the contribution of key positions toward the competitive advantage of organization. After finding out the leading role, developing high performance and potential incumbents to fit in is the next. Last but not least, it requested human resource department to distribute their architecture or structure so as to best aid and guarantee the sustainable commitment in these key positions. Literally, it is a scheme that best uses the high performance employees to optimize th...
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... From the previous discussion, after receiving the acceptance from the firms, the employee is more likely to have greater job security. Job security is then related to organizational outcomes such as job satisfaction and organizational commitment (Chirumbolo, 2005). In simple terms, the identification of talents can positively influences the outcome of the firms in a long-term basis.
To sum up, talent management is a favorable proposal for HRM to utilize. As being proved that the organizations that applied talent management had positive impacts toward employees psychologically in a way they gain acceptance and eventually increase performance. In the perspective of financial outcome, it showed that there is a tendency to have higher success rate in organization. Firms should consider the use of talent management in order to have a sustainable development.
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