Professional Talent Management

Singapore [17 March 2013, Sunday] - it has been months since I up-date my e-HR Blog. Recently, I came across an article from Korn / Ferry International (Just a reminder, I am not marketing for them) about some definition of professional in the area of Talent Management.

Organizational Strategist - he / she is a trusted advisor to the senior leadership team in the organization. An enterprise-wide view of talent issues and add strategic input to discussions related to the capabilities, resources, and leadership required for the organization to reach its business objectives. The person has deep functional expertise in one or two areas of HR / Talent Mgmt and want to broaden his / her capabilities and expertise to span the talent mgmt and leadership development spectrum.

Talent Prospector - the person help organization identify and secure the most suitable talent needed for different levels / roles. He / she want the most predictive and reliable framework and tools to ensure that only the every best talent is selected for entry into the organization or for promotion and development into high visibility and expanded roles.

Development of Champion - the person are responsible for articulating and deploying impactful and outcome-oriented development intervention for talent in an organization. This person know the power of feedback and the 70-20-10 formula (Experience-People-Training) in development. He / she want to use only the best development methods available in the organization and ensure ROI for his effort and resources. The person want to impact development both at an individual as well as at a team level.

HR Business Partner - the person is responsible for making various HR and talent program accessible to employees and managers in the organization. He / she need to deploy a broad knowledge base in talent acquisition, development, high potential identification and acceleration, feedback-based coaching, etc. The person are at front-line of the talent agenda and are key to ensuring talent programs are implemented in the most effective ways.

So which one of the above match your talent mgmt roles and responsibilities? In my organization, I am in a mix of all four roles.