Systems and Structures to Support Talent Management

Eddie Blass

Chapter 13 in Talent Management, 2009, pp 154-162 from Palgrave Macmillan

Abstract: Abstract Heinen and O’Neill (2004) argue that every organisation has a talent management system whether it is by default or design. They suggest that whatever you do with regard to managing your high performers can be called talent management, even if it is nothing different to how anyone else is treated and is therefore back to the default performance management system. Hence even doing nothing is doing something — it is just nothing different.

Keywords: Talent Management; Strategic Perspective; Performance Management System; Specialist Talent; Case Study Organisation (search for similar items in EconPapers)
Date: 2009
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Persistent link: https://EconPapers.repec.org/RePEc:pal:palchp:978-0-230-23352-2_13

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DOI: 10.1057/9780230233522_13

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