Talent Management as a Strategic Resource for Company Development: History and Modernity

Abstract

The article is devoted to the analysis of conceptual approaches to solving the problem of providing the corporate sector with talented employees, the shortage of which is now considered as one of the constraining factors of economic growth at the level of individual companies and the economy as a whole. A comparative analysis of existing approaches to talent management allowed us to form a model of maturity of talent management processes, reflecting the company's evolutionary path in the field of talent management, to identify tasks and new functions of the talent management process. Empirical analysis revealed the interrelation of methods and principles of talent management, as well as expanded understanding of the responsibility for hiring, developing and retaining talents with its assignment not only to personnel management services, but also to management and employees. It is concluded that despite the existence of the best corporate talent management practices, each company, being unique, should create its own original talent management system, in which corporate strategies, corporate culture values and leadership philosophy should be harmonized — this is seen as a way for companies to gain a strategic advantage in competition and achieve sustainable development.