A view of Talent Management in Mauritius

Talent management is a relatively new subject area although it has been used and applied by organisations since a long time back.  Seeking talent means trying to find out the best human resources to fit in the needs of the company, be it current or future.  Talent concerns all the skills, knowledge and attitudes that managers expect from the workers but it does not limit itself to these three factors.  Talent has to be first identified and then consistently developed so that it remains an asset for the company in question.  One can then say that most employees are talented because they provide their services in the form of skills and experience to the company aiming at recruiting talented employees.  This is a truthful argument because companies will buy firstly the skills and use them for their own benefit.
Talent management is a relatively new subject area although it has been used and applied by organisations since a long time back.  Seeking talent means trying to find out the best human resources to fit in the needs of the company, be it current or future.  Talent concerns all the skills, knowledge and attitudes that managers expect from the workers but it does not limit itself to these three factors.  Talent has to be first identified and then consistently developed so that it remains an asset for the company in question.  One can then say that most employees are talented because they provide their services in the form of skills and experience to the company aiming at recruiting talented employees.  This is a truthful argument because companies will buy firstly the skills and use them for their own benefit.

The War for Talent

Talent management refers to the anticipation of required human capital for an organisation and the planning to meet those needs. The field increased in popularity after McKinsey's 1997 research and the 2001 book on ''The War for Talent.'' Talent management is the science of using strategic human resources to improve shareholder value and to make it possible for companies and organisations to reach their goals. Everything done to recruit, retain, develop, reward and make people perform forms a part of talent management. A talent-management strategy needs to link to corporate goals to make sense.
The War for Talent describes the challenge faced by companies today. They are engaged in an ongoing battle to attract and retain multi-talented people in an environment where the economy is growing and the working population is on the decline. The ''war'' is costly and requires commitment and trust at leadership level. If organisations find that their investment and ideas outweigh their talent, they must not only devise creative solutions to attract new talent but must also be prepared to work hard at keeping their best performers.

Relating Talent to Mauritian Companies

The question here is why Mauritian companies should focus on talent.  Are the needed personnel specifications sufficient prior to recruiting?  As a matter of fact, companies will rely on existing data regarding the choice of their employees but it is not an end in itself. Just think of a company that recruits very skilled workers on paper and believes that it will achieve excellence in the coming future.  This might be reasonable in context but equally unfair if the talent of the worker is not developed. There might even be the risk of failure if the employee's talent is not harnessed.
Talent management comprises an array of techniques that are needed to bring capacity to the organisation, develop the existing talent and hone the existing skills so that they could be adaptable and worth exploiting in the future. Talent management consequently has a future outlook in that companies will always hunt for better talents and develop them internally so that they are used and exploited for their own benefit.  
Talent management stems from the human resource management discipline but it focuses on concepts like employee recruitment, motivation, communication, retention, development, succession planning, performance management, leadership, etc. These attributes are important in managing both people and talent.  It is the blending of these elements that contribute to the synergistic development of talent in the firm.

Talent management brings wealth to the firm

The management of talent creates wealth in Mauritian businesses where capacity can be built from the different competences developed.  Talent management might not stop here since it has to be retained given that employee mobility might influence staff turnover.  It is the responsibility of managers to see how they could retain the best talent in their company.
Talent management enables a company to get the most from deserving people as well as using them in such a way that the business stays ahead of competition and ultimately survives.  Talent is sought in all walks of life, be it in the public or private sector.  It has to be developed throughout the employee's time at work.  Managers should know how to reward talent, bring out the best from their employees, and deploy it in a meaningful and effective way so that the corporate goals of the firm are attained not only in terms of profit or gaining shareholder value, but equally, in creating human capital in the form of talent.  Given that it is a relatively new area in Mauritius where focus has been on human resource development or management, talent is already being sought in the emerging sectors of the economy and is being tapped continuously.  
Shifting from an industrial to a knowledge-based economy as desired by the state, it is clear that talent management will be of greater concern in the country, not only as a buzzword, but as an area of expertise that has to be developed and well addressed to encourage better transition to a new competitive environment where its outcomes can be assessed and duly appraised.


Commentaires

What about Relating Talent Management in the world of Mauritian politics? Any takers?

The talent is so far oratory-more communication-based than talent-oriented with packs of promises..half-fulfilled or even never attained.