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IBT Journal of Business Studies

This document discusses the history and evolution of talent management as a field of interest for both practitioners and academics. It notes that while the term "talent management" has been used since the 1950s, it was a 1998 McKinsey study that accelerated research in the area. Since then, interest has grown tremendously as evidenced by a large increase in search results for the term from 2007 to 2017. The need to hire and retain highly skilled employees, amid global skills shortages, has also increased the importance of effectively managing talent. Talent management is now a specialized area within human resource management focused on strategically developing and utilizing a company's top performers.

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61 views1 page

IBT Journal of Business Studies

This document discusses the history and evolution of talent management as a field of interest for both practitioners and academics. It notes that while the term "talent management" has been used since the 1950s, it was a 1998 McKinsey study that accelerated research in the area. Since then, interest has grown tremendously as evidenced by a large increase in search results for the term from 2007 to 2017. The need to hire and retain highly skilled employees, amid global skills shortages, has also increased the importance of effectively managing talent. Talent management is now a specialized area within human resource management focused on strategically developing and utilizing a company's top performers.

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IBT Journal of Business Studies

INTRODUCTION

Talent is a desirable quality in all human beings and organizations need workers with the right

sports people, calligraphers, painters, teachers, speakers and people in many other fields have
demonstrated excellent skills by virtue of being talented in that field. Talented people are

mere presence of talent or talented workers does not ensure success / enhancement in
performance. Organizations need to invest in proper utilization of the talent for the advantage

Talent Management (TM) as a term is not an entirely new invention and was used in a 1957
document of American Management Association(Dooher & Marting, 1957). The term

Talent waste (i.e. how institutions of learning misdirect human resources) (Ritterbush, 1972)
andDeveloping Executive Talent: a practical guide (Mills, 1976) amongst others. The work by
Mckinsey in 1998(Chambers, Foulon, Handfield-Jones, Hankin, & Michaels, 1998) however
accelerated the research on talent management as a Google search on
generated 24.9 million in 2017 (Google, 2017) as compared to 5,750,000 result in 2007
(Christensen Hughes & Rog, 2008) and 2,700,000 in 2004 (Felix & Manuel, 2016).

Corporate requirements are an indispensible condition for this academic interest on Talent
Management, and the discipline of Talent Management (TM) as a result has become a topic of
interest for both practitioners and academicians (Gallardo-Gallardo, Thunnissen, & Scullion,
2017). The increase in the global shortage of highly skilled workforce especially in the
knowledge based sectors has also made the competition to hire and retain the necessary talent
more difficult. As a result, the focus of Human Resource Management is on hiring and
managing those employees considered most relevant to the long term interests of the
(Schuler, Jackson, & Tarique,
2011) .

The origin of the modern usage of the term goes backto as early as 19 th century (Chamorro-
Premuzic, Von Stumm, & Furnham, 2015)as cited by Tarique and Schuler (2012), when social
science experts tried to articulate this concept and implement it in fields as varied as arts, early
education and various sports. TM , as we know it today in the sphere of business competition
th
century , in 1998 (Handfield-Jones, Michaels,
& Axelrod, 2001). Following this ground breaking study, HR practitioners and academics from
around the world realized the importance of this growing problem and subsequently TM has
now become a specialist field within the HR domain with a steady output of research works
being published annually on this topic (Scullion, Collings, & Caligiuri, 2010; Silzer & Dowell,
2010; Vaiman, 2010).

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