Talent management

Abstract

Developing the talents of the organization's employees is becoming an increasingly important component for the formation of the organization's competitive advantages since it is aimed at attracting and retaining high-quality specialists. The concept of talent can be described as a multifaceted phenomenon, including person's abilities acquired from birth, skills obtained throughout life, and involvement in a favorite type of occupation. The article describes the main ways to identify employees' talents, such as: "Tricky questions", "Matrix for determining talent", and analysis of employee's personal life. The author recommends paying special attention to the context and examples of difficult situations from the employee’s work activities, the made-up decisions in these conditions, as well as to analyze the most successfully mastered areas. The author also identifies key positions regarding the motivation of talent development and emphasizes that the main driving force in creative activity is not monetary remuneration or evaluation of human efforts but opportunities for employees to show an aptitude to research, learn and develop. As a result of analyzing the experience of talent management in the public service of the city of Singapore, the article highlights such methods of working with talented employees as allocating working time for training, staff rotation, participation in interstructural project teams, and mentoring. Also, the author considers the trend of introduction and use of artificial intelligence in the organization’s activities and its impact on the work of talented employees. It allows automating routine work and creating conditions for shifting the focus of employees to work creatively.