From here it looks like a still emerging category that could allow managers to clearly utilize the pool of talent already in the company while developing additional resources in a talent pool that remains outside the company.

While we acknowledge the argument that Human Beings are not, in any way, a form of capital, it is possible to think about optimizing the performance of a workforce by focusing on the molecular level. It seems to us that this would take different forms in different cultures. Some would want fit assessment techniques, some would want skills assessment techniques and some would want to use handwriting analysis. Regardless of the method, some front end calibration that applies quantification to the human resource problem is required.

Here's our list of necessary functions in a TM system.

Key Functions of A Talent Management Toolset

• Assessment (Ongoing)
• Business Objective Orientation (Task Relevance)
• Performance Appraisals / Review
• Talent Requirements
• Talent Pool Development and Management (Referrals, Direct Marketing, Sourcing)
• Recruiting
• Internal Rotation / Transfer Management
• Succession Planning
• Leadership Development

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