2�3�Talent management in the public sector Talent management and development is a relatively new focus for public sector organizations. The term “Talent Management” gained popularity after 1998 when Steven Hankin and his colleagues introduced the term “War for Talent”. In today’s highly competitive labor market, identifying the right talent, and developing and retaining it has become a top priority for all organizations.2�4�Some issues facing talent management and development in the public sector First, the public sector is experiencing competition when it comes to attracting talent. One reason is the increased pressure on efficiency and effectiveness in responding and adapting to the new context’s objective requirements. Additionally, the reform process. Talent management is a process that varies depending on the strategy, culture, and goals of each organization. There are two main approaches to talent management that are commonly used in organizations. The first approach emphasizes talented employees, who are considered “high-ranked”. This approach believes that an organization is only as strong as its talented people. Talent management is about attracting and effectively utilizing talent to serve the organization’s goals. According to Silzer & Dowell, “Talent management is a set of processes, programs, and cultural norms within an organization designed and implemented to attract, deploy, and retain talent to achieve strategic goals and meet the needs of the organization both now and in the future.” The second approach believes that talent management is similar to the concept of human resource management. This activity also includes content such as recruitment, leadership development, and human resource planning. Therefore, talent management is not fundamentally different from human resource management. Both are about finding the right job for the right person and managing the supply, demand, and flow of people through the organization. Scholars have offered various perspectives on talent management in the public sector. In a narrow sense, it refers to the process of systematically recruiting, retaining and developing talent in both the short and long term. In a broader sense, it is a strategy that ensures public sector employees possess not only knowledge and competencies but also core values that are suitable for the public sector context. The approach to talent management in the public sector varies from country to country. Some countries view talent as being elite individuals and have talent management strategies aimed at this special group. For example, the Singapore civil service has adopted three guiding principles to manage talent: “attract the best people, assign them challenging work, and pay them well”. Singapore’s public sector talent management policy focuses only on individuals identified as potential and outstanding performers. It uses special policies such as pre-service scholarships, high salaries, and creating career paths for top talent in the civil service to prepare them for future leadership roles. Different countries adopt different approaches to talent management within the public sector. While some countries choose a more holistic approach that considers everyone in the public sector system as talented, others opt for a combination of talent management methods. This involves focusing on the group of elite individuals while also providing opportunities and investments to the remaining groups of civil servants in the industry.For instance, some organizations in the UK civil service have adopted comprehensive talent management. This approach provides equal development opportunities for both mid-career and senior civil servants. However, in many specific stages, the talent group in the narrow sense - the elite, superior group - is respected and given focused attention to ensure their development needs are met.162
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