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Talent management and building high performance organisations

Talent management and building high performance organisations

Coulson-Thomas, Colin (2012) Talent management and building high performance organisations. Industrial and Commercial Training, 44 (7). pp. 429-436. ISSN 0019-7858 (doi:10.1108/00197851211268027)

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Abstract

Purpose – Many contemporary approaches to talent management are unaffordable. This paper seeks to summarise some key findings of a five-year investigation into quicker and more affordable routes to creating high performance organisations. It aims to suggest a practical and much more cost-effective way of quickly achieving multiple corporate objectives and measurable benefits for both people and organisations is often being overlooked.

Design/methodology/approach – A programme of critical success factor, “issue” and other surveys was complemented with a five-year evaluation of more recent case studies to understand early adoptions of performance support and to assess their results and implications. The applications examined were discussed with the relevant technical architect and the results obtained corroborated with commissioner/user performance data and/or documented assessments/reactions.

Findings – Recruiting exceptional people – even if affordable – can create a host of problems if they are not properly managed, which is often the case. Paying for talented people may make little sense for organisations that cannot harness or capture and share what they do differently. Talent needs to be relevant to what an organisation is seeking to do and critical success factors for excelling in key roles, and what top performers do differently in these areas captured and shared.

Research limitations/implications – Evaluations of performance management need to consider all the objectives that are beneficially impacted.

Practical implications – One can avoid certain general, expensive, time consuming and disruptive corporate programmes in an area such as talent management and adopt quick, focused, cost effective alternatives that generate large returns on investment, and quickly deliver multiple benefits for people and organisations. Performance support can enable average performers wherever they may be to excel at difficult jobs.

Social implications – A wider range of people can be helped to do difficult jobs.

Originality/value – The paper summarises the main findings of an investigation that has identified deficiencies of contemporary approaches to talent management, identifies an approach which if strategically adopted can enable relevant talent in terms of how to excel at key roles to be developed as and when required, and sets out the benefits of Talent Management 2, of which performance support is a central element.

Item Type: Article
Uncontrolled Keywords: company performance, competitive strategy, high performance organizations, more affordable approaches, performance support, performance transformation, talent management
Subjects: H Social Sciences > HD Industries. Land use. Labor
H Social Sciences > HF Commerce
Faculty / Department / Research Group: Faculty of Business > Department of Human Resources & Organisational Behaviour
Related URLs:
Last Modified: 14 Oct 2016 09:24
Selected for GREAT 2016: None
Selected for GREAT 2017: None
Selected for GREAT 2018: None
URI: http://gala.gre.ac.uk/id/eprint/10038

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