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Talent management (TM) is the anticipation of required human capital for an organization and the planning to meet those needs.^[1] The field has been growing in significance and gaining interest among practitioners as well as in the scholarly debate over the past 10 years as of 2020,^[2] particularly after McKinsey's 1997 research^[3] and the 2001 book on The War for Talent. Although much of the previous research focused on private companies and organizations, TM is now also found in public organizations.^[4]^[5]

Talent management in this context does not refer to the management of entertainers. Talent management is the science of using strategic human resource planning to improve business value and to make it possible for companies and organizations to reach their goals. Everything done to recruit, retain, develop, reward and make people perform forms a part of talent management as well as strategic workforce planning. A talent-management strategy should link to business strategy and to local context to function more appropriately (Tyskbo, 2019).^[2]

^ Carpenter, Mason, Talya Bauer, and Berrin Erdogan. Management and Organizational Behavior. 1. 1. Flatworld Knowledge, 409. Print.
^ ^a ^b Tyskbo, Daniel (2019). "Competing institutional logics in talent management: Talent identification at the HQ and a subsidiary". The International Journal of Human Resource Management. 32 (10): 1–35. doi:10.1080/09585192.2019.1579248.
^ The War for Talent, McKinsey Quarterly
^ Tyskbo, Daniel (2021). "Conceptualizing talent in public sector municipalities". International Review of Administrative Sciences. 89 (2): 519–535. doi:10.1177/00208523211065162. S2CID 245399074.
^ Michaels, Ed; Handfield-Jones, Helen; Axelrod, Beth (2001). The War for Talent. Harvard Business Press. ISBN 9781578514595.