This paper examines talent management and career planning, how they can be organized and what benefits can accrue to enterprises and individuals. It looks at the connections to activities, including performance management and 360 degree feedback. The paper warns of the risks of promoting the wrong types of behaviour as part of ill-thought out and unchallenged talent policies. It concludes with some recommendations and a very successful case study, using the TPMG Talent Management tool, TalentCompass.
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