Let us develop new terms in Talent Management


Dr. Ashish Manohar Urkude
Alliance Business School
E-mail: ashish.urkude@gmail.com / dr.ashish.urkude@gmail.com / dr_ashish_urkude@yahoo.co.in

In the ancient times Kings like Akbar used to keep Nine Genius with him. They were Super Stars of that time. The most famous among them were Birbal the Genius and Tansen the Music Maestro.  Similar cases are there in all the pre-historic ages. In the Ramayan era King Dasharath had Top Talent with him in the form of Vasistha and Vishwamitra. In the Mahabharata era King Dhrutarashtra had Bhishmacharya, Dronacharya, Kripacharya, Karna, and other such stalwarts. In the Puranas you will observe that King of Gods Lord Indra had assigned the tasks to his 330 million god army. Every one was talented rather expert in his field of excellence. There are many such cases found in ancient China, Greece, Roman Empire, Egypt, Hebrews, Phoenicians, Hittites, Norman, Celts, Vikings, Anglo-Saxon, Mongols, Japanese, Celts, Kush, and in many such known or unknown ancient civilizations like Vedic, Lothal, Maya, Mesopotamia, and Aztec. So, Talent Management is not new but it has taken a new dimension in the Global Village Era. 

There is article in New York Times on "Working All Corners in a Global Talent Hunt" with the crux that there is a acute shortage of Talent in the Emerging Market and it has become difficult for the developing economies to develop, retain and manage the Talent. The URL:
http://www.nytimes.com/2008/02/24/jobs/24mgmt.html?_r=1&ref=jobs&oref=login .
The thought could be extended further from the Indian context, that, earlier to Tech Revolutions and before the Liberalization, Globalization and Privatization (LPG) in India, people used to stick to one company and used to work for life. However, after this revolution most of the talent pool started changing jobs for growth, stability, security, challenge or for various reasons. Hence, this topic had been in focus now a day. In fact the attrition word itself has meaning at the back that the talented people are interested in en-cashing time, money and even developing talented pool of youngsters as part of succession planning. "Creative Joy" and "Creativity Joy" are the words in practice these talented new generations have shown interest.

Now, after teaching the Talent Management and Best Practices in the world, and authoring few publications on this topic one obvious possibility is to create new terms in the Talent Management.

So here are few new terms in Talent Management:

Talent Pushers: Mainly top ranked Business Schools around the world and the organisations like GE which have become grooming hub and melting pot of the best practices and cultures in the world.

Talent Pullers: Top organisations which can maintain the stalwarts who allow them to "work and let work".

Talent Junk-Yards: Mainly parasitic organisations where you find lot of talent but rat race, office politics, bureaucracy, and corruption stall the growth of real contributors and creative brains.

Talent Bins: Many top organisations hire top class professional pay them high but do not allow them to contribute, as their management feels they are 'already great'.

Talent Destroyers: If you have observed the 'Naukri.com' advertisement in which the boss do not allow his subordinate to be creative and fast solution finders and implementers. There are more such happenings in such organisations that literally destroy the talents, due to some obvious reasons. One reason could be fear of losing authority or say in the organization or even fear of loosing job to some talented young person.

Talent Developers: Many Business and Management and even Engineering and Arts and Commerce Schools, and Music Schools, Hotel Management Schools, could be Talent developers. Even you might observe that few artists, skilled workforce develop their skills under some senior's guidance and become real contributors. They may not be known to the world but they are talented people and organisations or the leaders who influence them are also Talent Developers.

Talent Retainers:
Just read this article on the best places for career: http://www.forbes.com/2005/05/05/05bestplaces.html . All Fortune 1000 organisations are trying to retain talents. Even you may observe that there may be a case when Talents are siphoned out of Public Sector Organisations but how many? Maximum 20%, rest 80% Talent live with public sector due to Job Security and many other reasons like, work and life balance or for interpersonal excellence and understanding developed in their organisations.

Talent Catchers: Public and Private Sector organisations which have ability to show concern for their employees for short term and long term benefits.

Talent Glam: There is lot of glam attached to the Talent now a day that you become hit in one movie overnight. E.g. In the Hollywood, the hero in the James Bond movie could become glam hero overnight. The Superman, the Spiderman, the Terminator, kinds of Super heroic action movie hero even become icon and idol for many around the world. In Hindi movies on the other hand, Hritik Roshan became hero overnight after his "Kaho Na Pyar Hai", Amir Khan became household name after "Qayamat se Qayamat tak" and "Tare Zamin Par" and "Lagaan", Amitabh Bachchan became household name after "Sholay" and other his movies. Accepted they are talented but the glam they observe in their life is beyond imagination of common man. Any how now a day even Talented Scientists, Leaders, Bureaucrats, and people who try to become hero overnight due some Talent also get glam touch.

Talent Evacuators: Few Public Sectors have evacuated almost 20% of their talents to private sectors. On the other hand these Talents who have moved out do not remain stagnant and keep jumping from one organisation to other as they like new challenges and work environment or some other reason.

Future Talent Creators: Mainly parents, family business or artists and professionals having heredity for some talent; and schools like business, leadership, politics, engineering, arts, and music schools.

Talent Encourager: The confident Parents and organisations who really know how to manage the creativity of talented people and how to encourage them always encourage their candidates for developing their talent further and beyond. Many organisations have created conducive atmosphere and/ or have given some/ more incentives for talented people.

Just think, there could be millions of terms possible. Few of us can devote a whole life for this subject, to benefit human kind beyond all possibilities.

Dr. Ashish Manohar Urkude
Alliance Business School
E-mail: ashish.urkude@gmail.com / dr.ashish.urkude@gmail.com / dr_ashish_urkude@yahoo.co.in

Source: E-mail March 13, 2008


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