Abstract

The workforce shortage in the market, combined with the lack of important competencies and the high personnel mobility, are becoming a critical factor in the development of business organizations around the world. The lack of highly qualified personnel for domestic business organizations that operate under conditions of military aggression from Russia is particularly painful. Strategic talent management is a response to the need to increase the efficiency of intellectual resources usage in order to solve a wide range of organizational tasks, in particular, developing innovative products, optimizing management decisions, achieving competitive advantages and creating additional value. Developing a talent management strategy is considered as the starting point in talent management. A talent management strategy aims to improve business efficiency and is a step-by-step program of actions to optimize the performance of high-performing employees through the application of various management tools in the process of attracting, adapting, developing, motivating and retaining talent. The purpose of the article was to establish the principles of construction and a general algorithm for developing a talent management strategy in a business organization. Based on the defined principles, a three-stage scheme for developing a talent management strategy was formed. The initiation stage establishes the key parameters of the strategy development process, taking into account strategic goals and resource constraints. The activation stage determines measures to attract and adapt talents to reach a stable level of productivity. The integration stage refers to measures aimed at ensuring the long-term life cycle of talents, their deep awareness of their role, the achievement of optimal productivity and valuable results for the company. As a practical tool, a template of nine blocks is offered that reflect the specific management actions needed to develop a sound talent management strategy. This allows to provide analysis of the current situation in talent management and develop a reasonable program of actions regarding further measures of effective interaction with them to achieve the organization's strategic business goals.

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