Quản lý nhân tài Talent management

Imagine a workplace where employees are not only engaged, but actively thriving. Where their unique talents are recognized and nurtured, and their contributions lead to tangible results for the company. This is the power of effective talent management. It’s not just about hiring the right people, it’s about creating an environment where they can develop, contribute, and reach their full potential. This, in turn, becomes the key to unlocking sustainable business success.

(This is a shortened version – to read the original article, please visit this link: https://itdworld.com/blog/human-resources/talent-management/)

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What is Talent Management?

Talent management is the strategic process of attracting, developing, and retaining high-performing employees to achieve an organization’s goals. It goes beyond just hiring; it’s about nurturing talented individuals – and creating a positive work environment to keep them engaged and contributing to the company’s success.

As a subset of HR Management, the process is typically overseen by HR professionals, who often implement initiatives like training, career development, and recognition programs.

talent management là gì

The concept of talent management evolved from early 20th-century efforts to build a skilled workforce. Initially focused on hiring, it gradually broadened to encompass development and retention as companies recognized the value of their employees.

Today, globalization, technological change, and competition for talent make it a critical strategy for organizational success.

Key Components of Talent Management

  • Strategic workforce planning

As the groundwork for talent management, strategic workforce planning is about analyzing an organization’s current and future talent needs to ensure they have the right people to achieve goals. This involves assessing skills needed, forecasting talent supply and demand, and creating plans to address any gaps.

  • Talent acquisition

Talent acquisition is the front door for bringing in top talent. The process requires employer branding and recruitment marketing to attract high-quality candidates who fit the company culture. For this purpose, HR professionals often utilize innovative sourcing methods to find diverse and qualified individuals, followed by assessments to ensure they have the right skills and fit for the role.

  • Onboarding & Orientation

Onboarding smoothly integrates new hires into the company culture, values, and procedures – by providing training and support so that they quickly become productive team members.

  • Performance management

Sets clear goals, tracks progress, and offers feedback to help employees improve and the organization identify high performers and development needs.

  • Learning & Development

Through training, coaching, mentoring, and self-directed learning, L&D creates opportunities for employees to gain new skills and knowledge, boosting their careers and the organization’s adaptability.

  • Career planning

To retain top talent, organizations need strong career planning programs, so that team members may better define their career goals and receive guidance on potential paths, skill development, and advancement strategies.

  • Succession planning

A key part of talent management, succession planning is about identifying and developing future successors to minimize disruption and ensure leadership continuity as current leaders move on.

  • Employee engagement

The goal of engagement initiatives is to facilitate a positive work environment where team members feel valued, empowered, and have growth opportunities – which then translates to higher motivation and productivity.

  • Employee retention

To reduce turnover rates, organizations need to offer a work environment that meets employee needs and preferences. This includes factors like work-life balance, flexibility, diversity and inclusion programs, and wellness initiatives.

quản trị nhân tài talent management

Why is Talent Management Important?

  • Better organizational performance

Studies have shown a link between investment in talent and improvement in organizational performance. By offering training, career planning, and development opportunities, employees become more skilled and productive – which results in a more motivated and engaged workforce, ultimately contributing to achieving company goals and success.

  • Fuel innovation

A mix of skilled and diverse employees brings a wealth of ideas to the table. By encouraging creativity, organizations may unlock the potential of these members, leading to breakthroughs and innovative solutions.

  • Improve customer service

Training equips employees with the skills to excel in customer-facing roles. A motivated workforce is equipped to provide better service that makes customers satisfied and more likely to develop a positive image of the brand.

  • Reduce turnover

When provided with plenty of career development and growth opportunities, employees are more likely to stay, saving the company money on recruitment costs.

  • Attract top talent

Strong employer branding showcases a great work environment, making the company a magnet for high performers who want to join a winning team.

  • Build strong teams

Talent management plays a crucial role in identifying complementary skills and strengths, fostering collaboration and teamwork – ultimately leading to higher productivity and better work quality.

By focusing on continuous learning, organizations equip employees with the skills and adaptability to thrive in a changing business environment, keeping the business competitive.

vai trò của talent management quản lý nhân tài

Challenges of Talent Management

  • Finding & Keeping Talent: It’s tough to find skilled people in today’s competitive market. Companies need to offer flexibility, development, and purpose to attract and retain top performers.
  • Developing & Measuring Performance: Keeping up with rapid change requires continuous learning, yet team members come with diverse learning needs. Setting clear goals, measuring progress, and providing fair feedback are ongoing challenges. Succession planning is also difficult due to unpredictable needs and resistance to change.
  • Managing Diversity & Global Teams: Creating an inclusive workplace and addressing biases is crucial for a diverse workforce. Operating in multiple countries adds complexity due to cultural differences and legal variations.

Given the above challenges, a strategic, customized talent management approach aligned with business goals is key. Technology like AI and data analytics can be leveraged to improve recruitment, development, and performance evaluation. Additionally, strong HR leadership partnerships are vital for successful implementation.

How to Develop a Talent Management Strategy

Align with business goals

Start by connecting your talent management plan to your company’s overall goals. What skills will your team need for success? For example, if your company is expanding into a new market, focus on recruiting individuals with expertise in that specific market.

After that, develop a clear vision for your talent pipeline, considering the entire employee journey and tailoring it to your company’s unique culture, size, and industry. Use data on your current workforce and future needs to guide your strategy.

Assess your current talent pool

Evaluate your current workforce’s strengths and weaknesses to identify skill gaps and development needs. This will help you create a plan to address any shortages. For example, if communication skills are lacking, consider implementing training programs to address them.

Identify future needs

Consider your future business needs and industry trends. For example, if your industry is going digital, prioritize developing digital skills and fostering innovation in your workforce.

Develop a comprehensive plan

Create a comprehensive strategy to attract, develop, and retain top talent. This includes recruitment, onboarding, training, performance management, and succession planning. For instance, your plan might focus on diversity and inclusion through targeted recruitment and leadership training.

Secure buy-in

Once your plan is set, communicate it to employees and leaders. Secure buy-in from leadership to ensure resources and involve employees in implementing the strategy.

Measure & Evaluate

Regularly monitor your talent management strategy’s progress and be ready to adjust. Track key metrics like employee engagement, turnover, and productivity to measure success.

quản trị nhân sự

Talent Management Best Practices

  • Holistic Approach: Integrate talent management with other processes like strategic planning to ensure alignment with business goals.
  • Strong Employer Brand: Build a positive and authentic reputation to attract top talent.
  • Competitive Rewards: Offer competitive salaries and benefits to attract and retain talent.
  • Continuous Learning: Invest in training and development programs to keep employees up-to-date.
  • Data-Driven Decisions: Leverage data and technology to identify talent gaps, forecast needs, and track progress.
  • Learning Culture: Foster an environment that values continuous learning, experimentation, and innovation.
  • Employee Engagement: Involve employees in the process, seek feedback, and empower them to own their development.
  • Leadership Development: Identify and develop leaders at all levels through programs, coaching, and mentorship.

The Future of Talent Management

  • Tech Takes Over: Talent management software will automate tasks and improve data-driven decision-making for a better employee experience.
  • Diversity Wins: Companies will focus on building inclusive workplaces with diverse workforces to attract and retain top talent.
  • Career Flexibility: Traditional career paths will shift to a more dynamic “lattice” system, allowing employees to move across functions for broader skill sets.
  • AI Revolution: Artificial intelligence will handle routine tasks like sourcing candidates and analyzing data, freeing HR for strategic work.
  • Remote Work Ready: Organizations will adapt to a remote workforce with outcome-based performance measures and collaboration tools.
  • Data-Driven HR: HR will rely heavily on data and analytics to assess programs, identify skill gaps, and predict future needs.
  • The Gig Shift: Companies will embrace the gig economy, hiring freelancers and contractors for specific needs alongside full-time employees.

Read more: Employee Engagement in the Digital Age – Power Up the Workforce

quản lý nhân tài kỹ thuật số

Original article

Mastering Talent Management: Strategies for Organizational Success. https://itdworld.com/blog/human-resources/talent-management/.


The Historical Context of Talent Management | The Oxford Handbook of Talent Management. https://academic.oup.com/edited-volume/28087/chapter-abstract/212132088.

Winning with your talent-management strategy. https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/winning-with-your-talent-management-strategy.

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