Talent Management and Human Resource Management | Similarities and Differences
Is Talent Management Similar to HR? What Is It Exactly?
Many people are confused between talent management and HR. Others can’t even determine the difference between them. Although they are similar to each other, they aren’t exactly the same.
They are like sisters. There’s the elder one, there’s the younger one. She’s in elementary school, and she’s in primary school. The other one is eating a burger, and the other one is eating a burger with fries.
Now, what is talent management? Who is she? The younger or, the older one?
What Is Talent Management?
According to our best friend, Wikipedia, talent management is the anticipation of required human capital for an organization and the planning to meet those needs.
“So much to think about! What does it mean?”
Basically speaking, talent management is the switching of good criteria to better criteria in hiring, training, and retaining employees. It is a holistic strategy for the benefits of the organization as a whole.
For example, instead of thinking “Is this candidate suitable for this position?” You would rather think “Is this candidate suitable not only for this position but also for the company as a whole? If so, is this candidate suitable not only for today but also in the far future?”
Yes, you might really think that this explanation precisely defines HR — but it’s not. Though they may be similar in some cases, talent management is the HR’s younger sister — a little less experienced but a little friendlier.
In most organizations, Talent management is placed in essence as a subsection of human resource development wherein employees is engaged with the purpose of retention. Human resource management overarches talent management and involves providing an environment for work wherein employees are utilized most efficiently.
What is HR?
HR, as the older sister of talent management, is more matured, more responsible, and more experienced.
According to our friendly Wikipedia, Human Resources (HR) are the people who make up the workforce of an organization, business sector, or economy.
What does it mean? HR management is the act of creating an environment in the workplace or company where people can be most productive and appropriately serve the needs of the organization.
For example, the HR department will think that “Who is the best candidate for this position? How can we move people most effectively? How can employees serve their best in the business?”
The Difference Between Talent Management and HR
HR Management is a general practice that is mainly tasked to do recruitment and selection, hiring and making employees performs well in their jobs.
A newer concept, Talent management we can say is more of a holistic approach. It shifted from the idea of “ What can the company get out of the employee” in to “ How the company engage and retain people so that they will stay longer in the organization.”
While both Human Resource Management and Talent Management are concerned with managing people in the organization, Talent Management is: Focusing on involving Line Managers who are closer to the employees
Targeting the company’s goals. The tools in talent management take up performers and preparing them for leadership and strategic positions. Hence, it highlights personal development, training, coaching and stays interviews.
Talent management and human resource management have the same work: managing employees. However, they have different approaches.
Structure
HR: In the HR department, they focus more on hiring, training, and retention of employees.
Talent management: In talent management, these duties are divided into parts and spread throughout their own departments, committees, and across the company.
Responsibilities
HR: The department focuses more on the administration, it deals with the payment, personal time off, benefits, and complaints.
Talent management: They are specifically designed to help and improve the top talent in an organization.
Implementation
HR: They are more tactical. They deal with the management of people every day.
Talent Management: They are more strategic. They deal with the long-term plans and overall business goals of the whole company.
Which of the Two Does Your Business Need?
It depends on your business. It may be HR, and it may be talent management, or maybe both! They have their own forte.
Study your business’ needs: Do you need a free-and-easy program for your employee development? Then talent management’s perfect for your business.
Do you need a group who will handle objective-focused office works and manage administrative tasks? Then HR’s the best for your business.
Do you need both? Then have both.
What Kind of Software Do You Need?
Talent management and HR have other differences aside from their meaning and work specification. One of the most significant differences between them is the type of software needed.
If you’ve decided that HR is all you need, then you need the software that is more focused on administrative management. For instance, software that roll the tracking of benefits, leave, schedules, and payroll of your employee.
If talent management is all you need, then you need to look for software that has performance-tracking features. It will help you be more aware of your employee’s life.
And if you need them both, then you might need to focus on finding out the exact features that your business needs.
Talent Management is not a walk in the park, you need to think strategically. Talent management is not only necessary but critical because it contributes to an organization’s vision for the future.
Also, a healthy organization is dependent on a talent management strategy that encompasses many and wide aspects. For example, in the selection of employees, searching for good talent is also crucial as there may be a lot of open positions but with few qualified candidates. So there must be an effective sourcing and hiring strategy.
After identifying the proper candidate for the position, talent management concentrates on the onboarding and training process, including assessing their skills and career development opportunities.
Another function of Talent Management is to retain employees and develop them so they can advance to more senior positions within the company. It helps to keep expenses down by reducing the number of employees who churn. Since it is far more important to have and keep key employees than to find, hire, and train new ones, development and retention are far more important.
All while I thought talent management is under human resource how wrong was I?! They both have their own purpose and though they are about managing people and organization HR is more on being tactical (I highly agree since I worked with a manufacturing company before*Virginia* and experience hr myself) while talent management is more about being strategic and deals with long term plans and goals of the company. I think its high time to assess which from the two our organization really needs!
Human Resources Management administers ones duties, roles and responsibilities. This also includes the process from hiring to firing, from hiring of quality talents to on boarding of employees, conducting of trainings until such time an employee will separate from the company. HR is more focused on the administrative side like employees’ salary and benefits while Talent management is an important category under Human Resource. Talent management is the organization’s strategic plan which will help attain company’s long term goal. It is combined with processes and activities related to employees to retain quality individuals in the organization. Its focus is on how to retain, develop and motivate highly skilled employees.
Both talent management and HR are important in one organization. I can say that talent management focuses more on to those employees or applicants who have the potential or talent to perform satisfactorily in such company. To be the good reflection of the company, to perform its goals, mission, and vision. Human resource on the other hand, is the mother of all management related to employees or recruiting. This article have mentioned that what you need will depends of what type or kind your business is. But for me, if I will be the one to decide, I’d rather have both. In the end, every business has employees, has recruitment process, so I guess, having both is such a big help and/or necessary.
These are nice to know information about HR and Talent Management especially for HR Practitioners like us. Human Resource Management and
Talent Management is all about managing people. However, they have different approaches. HR Management deals with people and creates an environment/culture where people can be more productive and effective to reach the company’s common goal and objectives. Talent Management is about managing potential candidates not just suitable for the position but also can produce good numbers to be profitable for the organization. It doesn’t stop from there, it’s a continuous approach and helps create a strategy to cultivate the talents of employees, motivate them and give them reasons to stay.
Talent Management and Human Resources are both essential to any organization. Traditional HR sees workers as labor or intellectual capital and is more about administrative practices, whereas Talent Management views employees as talent and is seen as a complementary practice that deals with the human side of concerns such as corporate culture, recruitment and employee relationships. I agree that Talent Management is a holistic approach since it involves HR department working together with managers and supervisors in determining and finding the right talent for the right job. Organizations need to attract best talents, help them grow and keep them engaged. Finding the right talent is an investment that will eventually help move the organization forward in the future.
Human Resource Management focuses on administrative dealing with pay, vacation days, benefits, and complaints. In contrast, talent management is more focused on improving the top talent in the organization. Talent management is a strategy, a company-wide long-term plan closely associated with overall business goals. In contrast, HR management is more tactical, dealing with the day-to-day management of people.
All while I thought talent management is under human resource how wrong was I?! They both have their own purpose and though they are about managing people and organization HR is more on being tactical (I highly agree since I worked with a manufacturing company before*Virginia* and experience hr myself) while talent management is more about being strategic and deals with long term plans and goals of the company. I think its high time to assess which from the two our organization really needs! This gives me and my team to evaluate which from the two our company really needs. Thanks a lot for this article!
Human Resource Management and Talent Management are similarly the same and quite different, objectively developing and retaining the best talent for the benefit of the company. Hence, they have different approach in dealing the strategy. Human Resource Management focuses on the technical aspect like the policies and procedures while talent management focuses on developing retaining talent to achieve organizations goal and objective. Both plays very essential role in an organization. Like in my company I’m working with right now, as an HR I am more focused on the hiring, on boarding, policies and procedure of the company. Until, retention struck my attention, because of the active resignation of the employees. I conclude that we need the approach of talent management, to develop and retain employee to reduce turn over and company cost that will lead business to be sustainable. This article, find me interesting, it features the different between Talent Management and Human Resource Management and their similarities. also makes me understand that this two element are very important in developing employee for a successful organization.
Talent management and HR are a very important department of a company that are very crucial when it comes in running the company workforces. Proper identification of what the company needs are dependent on these two. Company vision and mission and as well the values must be properly aligned for both to work effectively. Human resource will filter all potential employees that fit and suit to the job while talent management or team are in charge for the long term human capital that can effectively drive the company vision and mission in the long run. Policies are made and implemented by the HR and Talent managers are responsible for making sure that the employees are improving not just for the current position but for long term position that can bet serve the interest of the company.
The employees were the main assets of the company. The employee’s efficiency and personal development is depending on how the company invest with them. Specially the newly hired employees, the more they engage in their professional development they develop commitment and loyalty to the company. The Talent Management and Human Resource Management are joining together in relation with the employee’s development. Moreover, the HR management and talent management should always be connected and have a longer plans for the employees in reaching the goals of the company.
On the other hand, Talent management and HR management are generally similar for the employee’s development. They were divided according to their function, duties and responsibilities for the improvement of the employees. HR management is more focus on hiring including proper orientation with the company mission, vision and objectives and preparing employees to their work assignment. While Talent Management is more in developing their skills includes the trial training, testing and developing skills to be more efficient and productive in their own areas of work and also their retention to the company.
Furthermore, the company were always support the Human resource department for the planning and facilitating the professional development of the employees. The company were always gain more profit and grow if the employee’s welfare and self-development are giving a big importance.
The above article revels ideas what are the differences between Human Resource and Talent Management. As I go over, this article has something to all HR practitioner that Talent Management has an important role to play to help develop the capability in producing excellent and productive employees/workers. This two important section of the organization has different functions that when teamed up it becomes stronger. I think today’s scenario company’s or businesses needs both of this department in order cope up the needs of the company as well as the employees. In hiring aspirants applicants in the company, does not assures that every hired employee has the capabilities in doing his/her job well. During the hiring process only on the spot presentation and credentials is visible to the hiring committee but the capabilities cannot be seen. Talent Management can handle such situation by developing newly hired employees through coaching, mentoring, discovering hidden competencies by nurturing and motivation. Talent Management will define employees where and how every worker to be useful in the company or business. Forecasting of the possible outcomes of developing worker where to be fit and compatible to maximize the capabilities and competency of every individual. Talent management is designed to project employees inline with the company/business mission and vision. Meaning this is a long-term planning to target and focus on company/business target and goals.
I agree with this article, that there are similarities or likeness between HR and Talent Management.
HR Management is People Management. HR Managers are the eyes and ears of the people in the compony or management. They are also the one who ensures that all directions, policy/rules are properly distributed and communicated from the top management to all members of the organization.
HR Managers are also deals with all the legalities and ensures that all implementations are done accordingly.
Talent Management focuses in cultivating your main resources, your people. Forming them and readying high potential talents for future business objectives. Creating a systematic approach to Talent Development.
Talent Management can be a role of either HR Managers and or any individual in Top Management or Operations Managers who see to it, that all their people or members of organization are well motivated and working in accordance with company’s Creed.
Personnel Management is evolving gradually, in this time it is known as Human Resource where employees are enjoying the services given by Human Resource Personnel.
Human Resource has a wide scope of administrative works which main function is to Hire,Train and Retain employees.
Talent Management is focusing on the extraction of talents of by honing competencies that can be the best asset of the organization. It is more on the personnel development of the employees thats why employer sent them in various seminar and workshops to sharpen their skills and to reach its full capabilities that can be use in their respective jobs.
Indeed this article enlighten me ,gives me different perspective between Talent Management and Human Resource since I am not practicing Human Resource but an aspiring one it gives me the scope and it filled the gap of HR and TM . Overall Human Rosource and Talent Management has its own distinctive functions for the betterment of the organization but one thing is common is that they both hire, train and retain employees.
I must admit that I’m one of those people who got confused between the Human Resource Management and Talent Management before reading this article. Both of them belongs in one department and deals with managing of people which is very essential in every organization. Though they have similarities in general, however, certain differences are noticeable with it comes to specific function.
Human Resource Management concerns mainly on how to fill in vacant position with required qualifications in order not to hamper the organizations operation due to lack of manpower. They would focus on recruiting, selecting, hiring and training of employees fitted for the position which comprises the workforce of the organization. They ensure that employees performed the daily task given and would produce result as expected from them.
Talent Management on the other hand involves a more strategic approach towards employee’s performance in order to become a real asset to the organization. It includes taking care of the employees whole being to become more effective and productive in reaching the company’s goal. They monitor employee’s performance through evaluation that involves first line managers who has direct interaction with the employee. Through employee’s performance evaluation, organization could find a potential candidate suitable to handle future leadership position and employees worthy of retention. In-case of the potential employee for leadership or higher position, Talent Management can provide necessary training to hone the employee’s skills in order to meet the current and future goals of the organization. Talent Management as a whole focus on the overall development of the employee while inside the organization and on how to bring out their highest potential to contribute in the success of the organization.
Indeed Human Resource Management is often confused with Talent Management. Although we can’t say that they are totally two different concepts because for me they come hand in hand. In our company, we used to have a different department for Talent Acquisition and Human Resource. Us, in the Talent Acquisition Team are in charge of enticing, searching, processing and onboarding applicants or future employees. On the other hand, our HR department handles compensation, benefits and documentation of memorandums, corrective actions and the like. Eventually, we were merge into one department which we call O&HR (Organization and Human Resource). Although, I’m not implying that all companies have the same structure or are required to follow this set up. It really depends on the nature of your business. Working for a BPO company, means that Talent Management is very vital. This function is actually a shared responsibility of the Talent Acquisition team alone. For us, other department help hand in hand like Training and Operations. In our set up, once candidates are onboarded it is Training’s responsibility to teach and train them so that they can perform. Aside from such, they offer short courses and recognition as retention efforts. Operations, on the other hand focuses more on scorecards and merits, coaching and identification of possible talents for promotion. Overall, Talent Acquisition, Training, Operations, and HR help to make sure we follow our company’s mission to its employees which is to provide them an environment that is safe and secured and at the same time make our employees feel valued. This is why Talent Management and HR is a good topic to learn due to how it adapts and evolves according to business needs.
Human Resource Management is a moddrn approach of managing persons hours, managing the people the way they are while the Talent Management is not about managing a person but having a look at your talent hollistically for an organization.
With this article I agree with the similarities of Talent and HR Management and it educates me more with my current position as HR Officer. Though I function as one (Talent & HR) it gives me ideas on what to do in a certain scenario. For example, their are employees who has been working with us for more than 20 years and this are the people who are receptive to change. So this is were Talent Management comes in because it is a powerful tool use to guide and give insights necessary to make effective change.
This article talks about the significant difference between Human Resource and Talent Management. Yes, I could say that these two are closely related to each other but as I go along with my readings on the article I could really say that Human Resource and Talent Management posed differences that I need to be aware of. Human Resource is merely looking for a talent or an employee suited for the company. In other words, Human Resource composes the workforce because its responsibilities are to look for manpower that could perform the necessary activities that will help improve the company, analyze the needs of the employee so that they will be put on the position where their skills will be utilized best, and train them to be better on their particular fields. This is Human Resource all about.
On the other hand, Talent Management is taking good care a talent. It is all about encouraging talents to become more effective and motivating them so that they will feel that are given importance. Thus, they will stay in the company and perform well for the betterment and success of the company not just present success but also success for the coming years. Talent Management focuses really on the employee, helping them and training them to grow while they are working in a company.
These are the significant differences between Human Resource and Talent Management. Yes, they are relatively the same because they are all about employees but based on the article I have read, I can conclude that there are differences between them and I stated them on the above.
Human Resource and Talent management are sisters. They are somewhat the same but they have different responsibilities. But they go together to serve its purpose — managing people. Commonly, HR deals with the recruitment and hiring process; labor and employee concerns; and employees compensation and benefits. In short, it manages the day to day activities of people.
Talent Management is somewhat unpopular for some companies. There are still companies that doesn’t practice talent management, even if it exists, it was not given highly importance. Talent management deals with the holistic aspect of an individual. It focuses on developing professional talents in the organization. These were split into departments making way for responsibilities to spread to the whole organization. It is a strategy that deals with the long term plans to reach business goals.
Company like Google hires brilliant people. HR manager having difficulty in managing talent. 95-99 percent are highly talented. They don’t use traditional methods for it would be inappropriate. They encourage great employee mobility. They also bring people to go with more challenging works like cross functional big areas where people can build skills outside their own area of expertise. They work very hard on giving people additional skills for transition. They give a lot of support in mentoring programs.
It is a necessity for companies to have both HR and Talent Management to reach company’s goals. Working hand in hand to serve its purpose but of course, with the support of management. The success of the leader will absolutely link with the success of the team.
Talent Management and Human Resource is one in the umbrella of the organization, they have the same concerned which is managing employees and talents. In general HR is older sister of Talent Management. Talent management is helping the HR to retain the employees by developing, send them to training; they help in hiring people for the future of the organization. And HR is more own the administrative side of employees which they have concern in compensation of the employees.
In the organization where I belong in terms of Human Resource they focus on hiring and administrative which is the compensation of the employees but in terms of training the Human Resources focus only by giving the memo to attend the said training, and we have separate organization in charge of who will attend the training, we Professional, Education and Training, they are in charge in retraining the employees and the participant is coming with different Head in the Organization, the Head of organization is the who identify if who is the one will attend the training not the Human Resource, not even the Talent Management.
HR is making sure the company has enough manpower for every function and position. This included recruiting and interviewing and tracking staff performance, happiness, welfare etc…
Talent management is not only looking at filling position but also anticipating the positions that may open in the future and tracking employees to see who best would fill these posts. At the same time any employee is hired with the view of how he/she can contribute to the company in larger roles and grow with the company.
I think this is the common mistakes of the business entities because sometimes they misunderstand the contrast of HR from Talent Management and most of them put through all the responsibilities to HR even though that they know that their HR is already occupied with the paperwork tasks needed for the onboarding of a certain employee. Some HRs aren’t even well oriented of how the talent management functions in a certain institution. I had worked with a lot of institutions and all I had observed is that talent management was misapplied and wrongly practiced because there were misconceptions of talent management . And I think this is what we need to understand thoroughly that talent management is identifying, profiling talents in to the right department according to heir knowledge and skills and talent acquisitioning if ever the company demands for a skillset which they couldn’t find within their institution.
Human Resource management and talent management are quietly confusing to those who are not familiar with. For us to be able to understand we need more research and study about the perspectives in Human Resource management and also to the Talent management. According to the article of Halden Ingwersen about Human Resource management and Talent management it state that they are not the same but quietly similar because Human Resource management aspect is more on employees and management concerns they are the front lines or the center for both employees and management while talent management is the one who helps the employees to explore their talents and skills to become an asset and productive in the organization or institutions. In addition, for me, they are not the same but they need each other in one company or in any institution to make the organization organize and successful, we know that talent management is under the Human Resource Management, they are in one office but not the same work. In some point, both are needed by the organization and both needed to implement their specific nature of work so that the company have a stronger foundation and build a more successful organization. Moreover, according to by Santojit Ghosh in both talent management and Human Resource Management state that in reality to run an organization you need to apply both Human Resource and Talent management. Because your organization is always a mix of talented and average people so, therefore, both are essential and have a significant role in an organization or institution.
I admit that I was one of those who get confused which one is Human Resource Management and which one is Talent Management. This article has set the line and boundaries. Although it might be really difficult to label it as either black or white as there might be some overlapping functions or known as the gray area. Talent Management and HR are interrelated and connected to one another that making use of both in an organization can really bring in and develop the best people it needed. While it would be ideal to have a separate team to do Talent Management and HR, it may also be possible that these functions can be performed by the same people in an organization.
In my context as a youth developer and life coach in a Christian movement, I believe that our organization should focus more on Talent Management because people are our best and great resources. The highlight of Talent Management on personal development, training, coaching and stays interviews somewhat echo the need and desire of my co-employees. We have to invest in the life of our workers to be able to affect and impact the community we serve. It is in how our staff delivers and performs that will reflect the ethos of our organization. A functional Talent Management system will greatly enhance and develop our staff team.
In my early years being an HR Practitioner, I have witnessed how HR evolved from what we call “Personnel Department”. And just recently, prior to my transfer to another employer, I had the opportunity to see how “Talent Management” shifted HR to a more diverse and engaging process.
Based on experience and observation, HR Management is conservative and traditional in a way. It is more focused on attracting applicants, selection, deployment, promotion and retirement. It is more on the administrative management – payroll, benefits and the like.
Although both Talent Management and Human Resources Management are concerned with managing employees, I must say that I like Talent Management better. With Talent Management, company hires someone because he sees him/her as potential employee who will stay in the company for the long term. It engages superiors or line managers in preparing their subordinates for a higher position. It makes sure that employees are in the right path by engaging them into training, personal development, coaching and stay interviews.
Based on research, Talent management is currently in the limelight and it is considered a critical business function. Moreover, if companies does not identify and encourage its own employee talent, another company will and that company will reap the long term benefits.
Unfortunately, in my present employer, we are more on the HR Management style. Although we engage our employees to different training and seminars, it is still not enough. Tracking of performance and personal/professional development of employees is not consistent.
Nonetheless, as the HR Officer, I am trying to put everything together and maybe soon, Talent Management will be appreciated and practiced.
These two are different but also somewhat the same. Working at the HR office of a government institution for two years, has exposed me to a lot of things and situations pertaining to HR duties and responsibilities but not really into talent management. Maybe because we are just part of a bigger institution, that is DepEd, and controlled by Orders and Memoranda as basis for our hiring, training and retention of employees. Unfortunately, we cannot somehow practice talent management because of the same reason that we are only one part of a much larger institution.
The best that we can do for the retention of our employees is to be proactive in informing our Head of Office on the trainings and seminars that our employees could engage into, to help them improve their performance and knowledge to be better in their craft. Another program that we should enhance would be promotion within the institution. This could motivate employees and make them feel that they are appreciated and needed by the institution that they serve. I think that as one of the HR personnel, it is also my responsibility to also manage the talents that we already have in our institution.
I personally agree with what this article means. Indeed, Talent Management is the youngest sister of HR. Talent Management refers only to recruiting or filling the headcount variances of the company. In my case, I am working at a manufacturing company, and our HR Division is divided into 2 departments which are the Admin side and the Organizational Development. Under the Admin Department of HR, one branch is talent management & acquisition which only focuses on sourcing and attracting applicants. It’s the role of HR to implement the strategic talent management process in an organization. HR helps the leaders to run the business.
Human Resource Management has evolved through time from personnel management and is expected to continuously develop as business reach higher heights and employees’ needs continue to change. The change in the business sector and employees ever-changing needs confuse management to whether focus on Human Resource Management or Talent Management. Both function of the organization are vital when it comes to the realization of company’s goals, the challenge is, when and how are these functions most effective?
Human Resource Management when it comes to scope is much broader as compared to Talent Management. Human Resource Management deals with all the issues concerning all employees of the organization. This function includes HR Planning, Recruitment, Training, Compensation, Appraisal, and even Talent Management itself. In reality, not all organizations have HR Department especially the smaller ones but HR function is ever-present in all companies either big or small. Human Resource Management focuses on the total welfare of its employees from finding them, developing workers, compensating them, and making sure they perform at their best. Hence, HR Management is a tactical approach of the company focusing on the day-to-day activities in the workplace.
On the other hand, Talent Management is a function which specializes on finding, creating, and retaining talented employees in the workplace. Organizations under this function needs to secure that they have the most effective and competitive employees that will obviously bring profit to the organization. Unlike HR Management, Talent Management is focus on employees skills and competencies, how can these be developed, and how to retain these competitive workers. Talent Management gives way to an effective Succession Plan of the organization, allowing them to identify who should be developed and be promoted to higher position. Thus, Talent Management is a strategic approach focusing on the future required talents and skills needed by employees to develop.
To sum it up, HR Management and Talent Management are both necessary if a business wanted to be on top over its adversaries. For the management, alignment between these two functions is important so that daily operations and future needs are addressed. Finding the most talented employees, developing them in relation to what the organization needs, valuing them through competitive compensation package and good corporate culture, appraising them to identify best performers and rooms for improvement, and retaining them for the success of the company are what HR Management and Talent Management need to focus on.
Talent Management and Human Resource Management, are the terms similar or different? Both deals with employees, but, they are nit exactly the same functiobs, abd tge difference kies in the goals abd objectives, as well as, if the employee is in private or government practice.
In the institution that I am in right now, the demarcations between Talent Management and Human Resource Management is not and specific. My role and function as an administrative officer IV, is more on the supervision of the work abd activities of employees engaged in administrative services functions, neaning, its more on non- teaching personnel, which is more on operations, where as the teaching personnel, is under the head of office or the principal, since, the main focus is on curriculum.
Furthermore the general function of Administrative Officer IV, as stated by the civil service commission on the general function of the position is not fully followed, since it depends on the work and function given by the head of office.
Human Resource Management is all about effectively attracting, hiring and then retaining the employees who for the company are its resources, however, casrs are even if the applicant is nit qualified for the position, but he or she is being endorsed bya politician occupying the highest position in the city, that applicant will be hired rather than the one qualified for the said position.
Human resource is more focused on administration, which drals with pay, personal time off, benefits andcomplaints and is more tactical, dealing with tge day- to- day management of people, it strives to fulfill, such as productivity and motivation of its employees and hence, a successful business.
On the contrary, Talent Management aims to recogbize the talents in employees, nurture it and manage it effectively in simpker terms you can say that talent management target to bring out the best in an employee, something thst they themselves did not know existed or were aware of, but, did not know how to utilize that specific talent. In connection with this, i was able to talked to some teachers, as well as feedback coming fon other faculty, tbat their middle administrators instead of honing the potentials of their teachers through training, feedback, coaching and mentoring to enhance and bring forward the talent, they don’t give it to their faculty especially on trainings, but they’re the one attending the said endeavors for their own benefits, thus, creating conflicts among them. It’s true that talent management is complicated in the real sense.
In conclusion the reason why Talent Management and Human Resource Management is being taught to students taking MBA-HRM for them to have insights on whst is right and proper practices. Personally, though it’s difficult to change the culture abd faulty thinking of employees contrary to their practices abd beliefs, withTRUST and CONFIDENCE gained from my mentors and shared experiences of my classmates, surely I CAN MAKE A DIFFERENCE.
This topic discusses about both the similarities and differences of Talent Management and Human Resource Management. As for their similarity, both are into developing the man power of an organization towards achieving one goal but as for their differences, it varies on the approaches. While Human Resource is too technical on the procedure and policies, Talent Management is more specific in developing talents (employee) within the organization.
What delighted on the topic though is, it explains that both plays a vital role in the business, while HR is to focus on the holistic approach of an organization, Talent Management touches the performance and life of its employees for a more sustainable and efficient business.
To cite an example:
In the organization I work now, HR reviews the performance and qualifications of all aspiring applicants for a higher post but the Supervisors or Managers are the one’s honing these applicants to be a potential candidate for the position, thus this is where Talent Management kicks in.
What is risky though in steering Talent Management, is that; the person does this should be well -experienced, knowledgeable, morally strong and always has the right intention to help the organization succeed to whatever goal it has because you can never expect great leaders/ employees from a trash mentorship.
Overall, I find these topic interesting in such a way that it highlights the similarities and differences of Talent and Human Resource Management. It also gave me right understanding about the gap and the connection of these two important ingredient in managing and developing the employees for a better and productive organization.