Talent Management and Human Resources (HR) have a lot of similarities. In fact, when most people think of talent management, they automatically think of HR – both are concerned with managing employees. There are, however, a few key differences between the two.
To start, HR is a management practice centralized around the charge of attracting talent, onboarding new employees and then turning them into top performers for a company. While HR management has been around for years and years, talent management is a newer concept with a more holistic approach.
Talent management shifts the focus from What can I get out of an employee? to How do I engage and retain an employee so that they continue to stay for the long-term? It focuses on involving those who are closest to employees (the line managers), and targets enterprise goals.
Talent management tools take top performers and prepare them for strategic leadership positions. Thus, putting special emphasis on trainings, personal development, coaching and stay interviews instead of token employee appreciation gestures and exit interviews. Talent Management Software (TMS) solutions provide competent decision-making support to help line managers improve retention, engagement and productivity.
JP Medved, Content Editor at Capterra, points out the main differences between Talent Management and HR management:
- Where hiring, training and retention before were centralized in the HR department, with talent management many of these duties are federated to the front-line managers actually leading the employees in question. In this way, the whole organization is responsible for and has a share in these activities.
- HR is more administrative-focused, dealing with pay, vacation days, benefits, and complaints. While talent management is almost singularly focused on helping and improving the top talent in the organization. Think professional development vs. tracking attendance.
- Talent management is strategic, often manifesting as a company-wide long-term plan closely associated with overall business goals, while HR management is more tactical, dealing with the day-today management of people.
To sum it all up, talent management must be fully integrated into all of the processes and activities related to employees because it is, ultimately, a business strategy. Pulling in and retaining talented individuals is the responsibility of every member of the organization and not just the job of the managers with talent management. HR departments are devoted to providing effective training, safety procedures, guidelines and support within an organization.
The HR department is also responsible for determining an employee’s salary, benefits and evaluating workers as well as aiming to optimize an organization’s mission and other factors that keep the company moving towards success.
Looking for more? Download our all new free Talent Management Buyers Guide and read about the top-24 products available today, a TMS market overview, questions for prospective buyers, key capabilities and our bottom-line analysis.
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