Assessment of the degree to which talent management has developed in competitive advantage success and incorporation into strategic management of the company is founded on the capability of the top directors to offer a strategic incorporation of knowledge management practices. A second set of results disclosed that knowledge incorporation is more significant than talent management and all management variables as knowledge incorporation possesses direct and indirect influence on the competitive advantage (Alma'aitah, Al-Shalabi & Aljamal, 2013)
It is quite essential to develop vivid prospects and to have an open communication concerning the talent management procedure. Through human resource role of explaining to the administration and its workers the importance of talent management, the manner in which it functions and its advantages to the company and participants, talent management tactics are more probably to be viewed as a just procedure (Burke, 2005)
Human resource also plays a major role as a talent management facilitator. Here, it gives special consideration to the manner in which the company's culture encourages talent (Dell & Hickey, 2002)
In general, HR's role entails communication of the talent management idea throughout the organization in addition to being familiar with the industrial competition. Moreover, HR has the responsibility of establishing a practical and an integrated strategic technique towards talent management (the bigger picture) in addition to running vital data, like keeping track of turnover and also knowing the factors that influence the maintenance (Lockwood, 2006; Dell & Hickey, 2002)
Every person possesses his/her own talents and skills. For instance, some individuals tend to be shyer while others have the confidence of interacting easily with others (Lux, 2013)
Towards gaining most from the knowledge, expertise and commercial memory of the skilled employees, phased retirement shall also be another regular occurrence. Keeping the employees may require human resource to come up with a new worksheet, gains and compensation programs (Morton, 2005)
The CBA needs are founded on the mission and the kind of company. Some of these requirements are generic while others are unique skills (Nagra, 2011)
Concentration on engagement calls for strong leadership, a sense of shared destiny, responsibility, and independence for development. Towards engaging the employees better, organizations ought to work harder to motivate individuals and present a sense of pride, passion and mission (Throop, 2005)
In order to incorporate talent management into all aspects of the organization, human resource also has an important position in influencing change. To facilitate this, human resource deals with four talent management activities: managing of performance, recruitment, organizational tactics, and enhancement of leadership (Walker & LaRocco, 2002)