The current work environment is characterized by the coexistence of several generations, from Baby Boomers to Generation Z, which differ in their values, work preferences, and expectations of employers.This generational diversity creates complex dynamics that can present both challenges and strategic opportunities for human resource management, particularly in the area of talent management.Effective integration of multigenerational potential into HR processes can significantly contribute to increasing an organization's innovation capacity, improving team performance, and strengthening employee engagement.The aim of this article is to propose the direction of talent programs in organizations based on the research conducted and to define key talent competencies for talent programs.The research was conducted in selected Czech organizations (n = 100).The results confirm that the organizations surveyed perceive talent management as a strategic tool for securing knowledge capital and innovation.By seeking out talent, organizations reflect the need to adapt to changing market conditions and demographic changes.By identifying key competencies for organizations, it is possible to more effectively develop and retain talented employees regardless of their age.
Hudáková et al. (Mon,) studied this question.