Patterns Of Key Talent Management In Group Companies

In group companies, key talents always have important strategic value. Holding their unique technologies, key talents may influence the company’s core competitiveness; and their behaviors can also be good examples which lead others to optimistic way. But once a key talent leaves a company, the following consequences may occur:the company loses part of its core technologies; decrease other employees’ confidence towards the company; even make other employees lose their trust on relevant managers, which may lead a vicious cycle. Therefore the effectiveness of key talent management is essential for the achievement of group strategic aims as well as contributes to keep the business running properly.This research focuses on:finding out the way to distinguish key talents from general employees by analyzing characteristics of key talents; coming up with controlling, resourcing and advising key talent management pattern; the coherence of group control pattern, group human resource management pattern and group key talent management pattern; analyzing factors of choosing group key talent management pattern in three levels; respectively using factor scoring method and comprehensive evaluation method building up two group key talent management pattern choosing models. Based on the example of a power group, those two models are examined to be reasonable. Although the factor scoring one is easier and more straight-forward while the comprehensive evaluation one is more exact, effective and generally usable.By working on group key talent management patterns, this research seeks to supply some management ideas which may be effective for making key talents better contributes to a company’s strategic. The coherence of key talent management pattern and the upper management patterns, in a group company, is an essential condition to make sure the whole management system working efficiently. Therefore, the research on key talent management patterns, suitable for different group companies with different management systems, is a significant theoretical support for the effectiveness of group company key talent management.