Challenges of Unified Talent Management

Talent Management, a term used or misused very often by HR professionals defines the set of processes which an organization adopts to manage the life and development of its workforce.
I found a very nice blogpost on the challenges of Unified talent management in UK.
The article states that

89% of respondents indicate that talent shortages are impacting or highly impacting leadership development in their organizations.
76% expect the current talent shortage to remain the same or increase (40%) over the next 12 months.
And less than one-third (30%) have a talent management strategy in place.

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Scary situation really, and that makes me wonder whats it like with the rest of world and results are not too assuring.
Why is Talent Management failing in the first place? Is it more of a theoritical rheoteric that finds very few buyers in the organization ? What can be done to bring about an increased focus on this area?

First of all if we look at organizations, today more or less most of the organizations are in some stage of automation of their HR processes and systems. I had highlighted this in one of my previous, so this could be one reason for failure on parts of organizations to unify talent management.
However a bigger reason is the amount of analysis that goes behind setting up the " RIGHT TALENT MANAGEMENT STRATEGY", which is not easy.
Organizations need to first understand what kind of strategy would work best for them, for this they need to discover what is their Talent lever ? Is it recruitment, attrition, performance or compensation or still competencies. With the talent lever identified, strategies need to be defined in such a way that they address the talent levers and the issue around it.

This may not be so perfect and easy, organizations really need to bite and chew gigabytes of information which their systems are generating to be able to do that.
As the article quotes in end

“We need to be better at integrating a talent management approach across all aspects of business. We also need to have a well documented approach which is then owned by the business but co-authored/driven/facilitated by HR. This should be one of the major functions of an HR department.”

Reaching that perfect Talent Management state is a long road ahead and unless organizations bring all initiatives together, it may go down as yet another Jargon that HR Fraternity invented to keep itself alive, something that no HR Professional would like to hear !!!