Abstract
The main aims of the study were:
1. To explore and document the management of talent (mt)/ Talent Management (TM) approaches that assisted the career trajectories of four cohorts of managers/administrators from 1970s to 2000s
2. To examine the facilitators and barriers to talented individuals achieving their potential
3. To evaluate the impact of different Talent Management (TM) and earlier ‘managing talent’ (mt) schemes on individuals
The evidence base for TM remains rather unclear, especially for the contexts of the UK and public service. Moreover, the future of TM is unclear in the current financial and organisational climate. Nevertheless, it does appear that a clear and systematic approach to TM can yield individual and organisational advantages.
1. To explore and document the management of talent (mt)/ Talent Management (TM) approaches that assisted the career trajectories of four cohorts of managers/administrators from 1970s to 2000s
2. To examine the facilitators and barriers to talented individuals achieving their potential
3. To evaluate the impact of different Talent Management (TM) and earlier ‘managing talent’ (mt) schemes on individuals
The evidence base for TM remains rather unclear, especially for the contexts of the UK and public service. Moreover, the future of TM is unclear in the current financial and organisational climate. Nevertheless, it does appear that a clear and systematic approach to TM can yield individual and organisational advantages.
| Original language | English |
|---|---|
| Publisher | NIHR-SDO programme |
| Number of pages | 216 |
| Publication status | Published - 2011 |