Purpose The purpose of this paper is to identify key new dynamics in the talent pool; identify the role of opportunity in the development of organizational talent; distinguish between the effectiveness of image and leadership behaviors in the attraction and retention of key organizational talent; touch on the key talent management areas which are well managed by successful organizations: employer brand/employee of choice strategy, employee engagement, coaching, project and stretch opportunities, and redeployment/outplacement; and to reiterate the need for senior ownership of the talent strategy, without which most talent strategies are doomed to remain expensive means to an elusive end Design/methodology/approach The paper is an opinion paper, which draws broadly on a range of talent management experience, and it identifies key acid tests of talent strategy success Findings Reiterates the need for senior ownership of the talent strategy. Originality/value The paper identifies key acid tests of talent strategy success.
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Clayton Glen (2007) studied this question.