Building a Talent Management System

Abstract

This article deals with the topical issues of building a talent management system in a modern organization and analyzes the singularities of the formation of a talent management system. It is concluded that building and using the human resource capacity of employees in a modern organization in the market conditions is a set of processes, which are challenging by the organization and management approach and are affected by numerous factors. The human resource capacity is built and used based on a number of specific principles and requires studying in order to improve the organization of labor and production in the conditions of acute competition between enterprises. The article discusses the "human resource management," "human resource capacity," "talent management system" concepts. The principles of a talent management system formation in an organization, which take into account the connectivity of employees and the organization's interests, are suggested. The tactical and strategic lines of development of the talent management system of an organization were developed. The tactical line assumes the implementation of the current human resources-related functions of the management. Strategically, it is focused on the general achievement of the organization's goals. The article reveals the essence of the rational use of the organization's staff, which consists in full implementation of the capacity of each employee of the organization, in making the labor more creative and meaningful, in the improvement of the professional qualification of the employees, taking into account its comprehensive motivation and appropriate assessment of the contribution of each employee to the operating results. It also proves the necessity of creating such a system, which would optimally combine the subsystem of formation and the subsystem of utilization and development of the human resource capacity.

Motivation as Factor of Improving Efficiency of Trade Company Operations

“…Under the conditions of globalization of the economy the mobility of human resources increases, and organizations have to search for the ways to maintain and to improve the efficiency of staff performance, to boost their corporate image and to fulfill their corporate objectives (Cetin, 2013). In this context the issue of investing not only in production and management, but in human capital as well is now of actual importance (Balynskaya, Sinitsina, Kuznetsova, Nazarova, 2015;Sibirskaya et al, 2015;Medvedeva et al, 2016).…”