Do you believe in talent management? If so, do you have one in your organization?

In an organization, many talented people don't come to the surface because of their innate nature. For example, large fish do not come to the surface and like to live in deep water. However, a fisherman uses his technique to catch big fish and get maximum profit from it.

In many organizations, people try to be seen through networks, personal contacts, testimonials, etc. They don't necessarily have to be extraordinary and talented, but they are often seen and caught in the eyes of senior management. You benefit from the early talent development programs and remuneration system. However, most of the successful organizations try to gain popularity despite their lower interest in networking, contacts, self-promotion, and cheap popularity, etc.

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As a result, many organizations, mostly multinational corporations (MNCs) and good private companies, try to get the most out of their people through talent discovery and talent management. In an organization, many talented people come and associate with dreams of achievement, success and career development. But later in their careers, they discover and experience the true corporate culture and many of them feel neglected and frustrated. They gradually lose interest, fail to innovate, become less involved, and suffer from mental depression. Talent management allows all employees, regardless of type, to be given attention.

Sincere and quiet employees will not feel neglected. Fairness and transparency in the evaluation process can lead to employee satisfaction and thereby reduce complaints. Therefore, the control and inspection personnel should be fully restrained to maintain the rationality of the labeling system.

An organization can only excel and create a favorable environment through its rich workforce culture, and one of the tools is talent management.