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It outlines historical roots, the growing impact of technology, and the shift toward effective practices across performance management, development planning (including 360 survey approaches), potential measurement, succession planning, deployment, and retention versus turnover. 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Hauenstein, Ph.D., President & Chief Science Officer\u003Cbr>OMNIview\u003Cbr>620 Mendelssohn Avenue North, Suite 156 Golden Valley, MN 55427 [www.theomniview.com](www.theomniview.com) 877-426-6222 |\n\nTalent Management Best Practices: A Comprehensive Review  \nPatrick Hauenstein, Ph.D., President & Chief Science Officer  \nTable of Contents  \nWhat is Talent Management? ................................................................................................................. 3-7  \nHistorical Roots ............................................................................................................................................... 3-4  \nThe Impact of Technology ................................................................................................................................. 4  \nMoving Toward Effective Talent Management .............................................................................................. 5-7  \nPerformance Management–Cornerstone of Talent Management…....................................................... 7-12  \nOverview ........................................................................................................................................................... 7  \nBest Practices – The Keys to Delivering Value .............................................................................................. 9-11  \nSummary Conclusions ................................................................................................................................. 11-12  \nIdentifying High Potentials – Preparing for the Future ......................................................................... 12-18  \nOverview ..................................................................................................................................................... 12-13  \nThe Mystery of Potential – Common Approaches & Problems in Measuring Potential ............................. 13-15  \nA Conceptual Model of Potential and Best Practice for Measurement ...................................................... 15-18  \nIndividual and Group Development..................................................................................................... 18-22  \nOverview of 360 Surveys for Developmental Planning .............................................................................. 18-19  \nAn Alternative Approach ............................................................................................................................ 19-21  \nBest Practices for Development Talent ...................................................................................................... 21-22  \nSuccession Planning – Developing Bench Strength .............................................................................. 22-27  \nOverview .................................................................................................................................................... 22-24  \nThe Core of Succession Planning – A Best Practice Talent Review Process ............................................... 24-27  \nDeploying Talent – Putting the Right Person in the Right Job at the Right Time .................................. 27-34  \nOverview ......................................................................................................................................................... 27  \nA Review of Selection Tools and Best Practices ......................................................................................... 27-34  \nManaging Retention and Turnover ..................................................................................................... 33-39  \nThe Difference Between Wanted vs. Unwanted Turnover ............................................................................. 34  \nA Model of Turnover ..............................................................................","cbCaidewaMlB8CsR","https://ap.wps.com/l/cbCaidewaMlB8CsR","pdf",1057625,41,"English","# What is Talent Management?\n## Historical Roots\n## The Impact of Technology\n## Moving Toward Effective Talent Management\n## Performance Management – Cornerstone of Talent Management\n## Identifying High Potentials – Preparing for the Future\n## Individual and Group Development\n## Succession Planning – Developing Bench Strength\n## Deploying Talent – Putting the Right Person in the Right Job at the Right Time\n## Managing Retention and Turnover\n## References","[{\"question\":\"What definition elements distinguish talent management from traditional HR approaches?\",\"answer\":\"The document highlights four distinguishing factors: an integrated HR approach, embedding people processes into standard business processes, shifting responsibility to managers, and measuring success with productivity.\"},{\"question\":\"How does technology influence talent management in this review?\",\"answer\":\"It describes technology as a key driver that supports and accelerates effective talent management practices, reinforcing the movement toward more systematic, measurable approaches.\"},{\"question\":\"What best-practice areas are covered beyond identifying high potentials?\",\"answer\":\"The review covers development planning (including 360 survey approaches), succession planning and bench strength, talent deployment to fit roles and timing, and managing retention and turnover with distinctions between wanted and unwanted turnover.\"}]","Talent Management Best Practices: A Comprehensive Review | PDF",103]