Peer Review

What is Talent Management? Definition, Process, and Strategy

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Reviewed:: Jan 8, 2026 by Business

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Ratings

Overall Rating:

Content Quality:

Effectiveness:

Ease of Use:

Overview:

This video introduces the fundamentals of human resources, with a focus on effective employee management. It promotes an inclusive approach to talent management, treating every worker as an important asset, not just focusing on leaders. The video presents a straightforward five-step process: Planning, Attracting, Developing, Retaining, and Transitioning. It uses the example of an automotive company transitioning to electric vehicles to illustrate how HR strategies must adapt to industry developments. The primary audience for this content is HR professionals seeking to enhance workforce planning, business leaders aiming to improve company culture and performance, and management students requiring clear definitions of HR processes. Overall, the video helps align a company's HR practices with its long-term business goals.

Type of Material:

Presentation

Recommended Uses:

This video is handy for different academic and professional settings. In a lecture, it can be a great way to introduce the topic of human capital management before exploring more detailed case studies. For homework or individual study, the video helps students learn the five stages of the talent management process—planning, attracting, developing, retaining, and transitioning—at their own speed. It works well for team-based learning or workshops, where groups can use the automotive industry example to develop specific "Employee Value Propositions" (EVPs) or retention strategies for various sectors. Additionally, HR professionals can use this video in corporate training sessions to help managers adopt a consistent and inclusive talent philosophy. This approach ensures that all employees are seen as valuable assets, not just top executives, which can increase confidence in applying talent strategies.

Technical Requirements:

To get the most out of this video, we recommend using the latest version of a major web browser, such as Google Chrome, Mozilla Firefox, Safari (for Apple Devices), or Microsoft Edge.

Identify Major Learning Goals:

The student will be able to:

1. Define talent management and differentiate between inclusive and exclusive approaches to managing human capital within an organization.

2. Identify the specific organizational benefits of talent management, such as fostering a performance-driven culture and improving communication.

3. Describe the five stages of the strategic talent management process: planning, attracting, developing, retaining, and transitioning.

4. Apply workforce planning principles to align HR initiatives with broader organizational goals, including transitioning to new market segments, such as electric vehicles.

5. Explain the significance of employer branding and the employee value proposition (EVP) during the talent attraction phase.

6. Analyze the effects of internal mobility and succession planning on the transitioning stage of the employee lifecycle.

7. Evaluate the roles of Learning & Development (L&D), performance appraisals, and onboarding in the long-term retention of top performers.

Target Student Population:

The target audience for this video includes individuals in Human Resource Management and Organizational Leadership, such as undergraduate and graduate students in HR, Industrial-Organizational Psychology, or Business Administration. It offers insights into the employee lifecycle from a strategic perspective.HR professionals aiming to transition to strategic Talent Management will learn to align workforce planning with organizational goals. Managers and team leaders can benefit from the inclusive talent philosophy for team development and retention. Corporate trainers can utilize the "Developing" and "Retaining" frameworks to design internal growth programs that support employee development and retention. At the same time, high-level leaders can explore how human capital strategies, such as employer branding and succession planning, impact overall company performance.

Prerequisite Knowledge or Skills:

To fully benefit from this video, students should grasp fundamental General Business Principles and Human Resource Management (HRM), including key concepts of organizational behavior like employee motivation and team dynamics. Understanding the HR lifecycle—recruitment, onboarding, and performance appraisal is also helpful.

Since the video emphasizes talent management in strategy, familiarity with Strategic Planning will aid comprehension of the "Planning" and "Attracting" phases. This introduction is enhanced by having foundational knowledge of "inclusive" versus "exclusive" management approaches. Additionally, basic computer skills for video playback and online readings are necessary.

Content Quality

Rating:

Strengths:

This learning material presents high-quality HR theories clearly and concisely, utilizing a five-step model: Planning, Attracting, Developing, Retaining, and Transitioning.
This approach allows learners to easily grasp concepts without feeling overwhelmed.
It connects academic ideas, such as the "inclusive talent philosophy," to practical examples, like electric vehicle manufacturing.
With its high production value, featuring clear visuals, consistent icons, and professional narration, it effectively engages learners of various styles.
Ultimately, this material positions HR as a strategic business partner rather than just an administrative role, aligning well with current research standards in human resource management.

Concerns:

The material is helpful for beginners, but it has limitations, including a lack of depth and a lack of reliable evidence.
The video oversimplifies the "inclusive vs. exclusive" debate and fails to adequately address resource allocation conflicts, particularly regarding high-potential "pivot actors" (Collings & Mellahi, 2009).
It also lacks citations, leaving viewers to trust the presenter's claims without reference to foundational studies.
Additionally, it overlooks diversity, equity, and inclusion (DEI) metrics in the talent lifecycle, missing the impact of unconscious bias on the "Attracting" and "Developing" stages.
The video assumes a stable organizational environment and provides minimal guidance on handling changes, such as market shifts or layoffs, aside from a brief mention of exit interviews.

Potential Effectiveness as a Teaching Tool

Rating:

Strengths:

This material serves as an effective teaching tool by presenting information clearly and logically, aligning with the "scaffolding" method.
By breaking down Human Resource Management into five color-coded phases, the video simplifies the employee lifecycle for students in under ten minutes, which is beneficial for "flipped classroom" models.
It consistently uses a case study on the automotive industry's shift to electric vehicles, helping students connect theory to practice.
With engaging visuals and clear organization, the video is a strong resource for future assessments and curriculum planning.

Concerns:

From an educational standpoint, it's essential to enhance this material by addressing key areas.
While the video presents an engaging five-stage model for talent management, it fails to explore the practical challenges and ethical dilemmas students might fully face, such as budget constraints, high turnover, and difficult workplace cultures.
Additionally, while it promotes an inclusive philosophy, it overlooks the competitive and exclusive approaches that many multinational corporations use, as noted by Collings & Mellahi (2009). This omission limits students' understanding of resource allocation conflicts in high-pressure industries.
The discussion on Diversity, Equity, and Inclusion (DEI) is also insufficient. A deeper examination of how systemic biases affect the "Attraction" and "Development" phases is necessary to equip students to combat discrimination in talent management.
Including academic citations or empirical data could significantly enhance the presentation, encouraging students to analyze specific contexts rather than just relying on "best practice" guidelines. Let's provide them with a comprehensive and realistic understanding of these critical issues!

Ease of Use for Both Students and Faculty

Rating:

Strengths:

This learning material is user-friendly, adhering to Cognitive Load Theory and the Multimedia Principle.
The video features a clear visual design with icons and color-coding for the talent lifecycle stages, which helps learners focus on key concepts without distractions (Mayer, 2009).
YouTube Chapters enable students to navigate content at their own pace, thereby enhancing their control over learning.
The narration is clear and well-paced, accompanied by accurate captions, making the material accessible for all learners, including those in noisy environments or with auditory processing challenges.

Concerns:

While the material is well-produced, it has limitations that affect usability for diverse learners.
The attractive visuals lack audio descriptions for visually impaired students, which hinders their understanding of the color-coded stages.
Despite YouTube’s chapter markers for navigation, there’s no downloadable summary or transcript, forcing students to manually write down key definitions, which complicates information retrieval later.
Additionally, high-definition graphics can pose challenges for users with slower internet connections, making text difficult to read at a lower quality.
The absence of an on-screen index or glossary for HR abbreviations, such as L&D or EVP, means students may need to rewind the video for explanations they missed.

Other Issues and Comments:: As a quality assurance reviewer, I recommend using this material as a supplementary tool rather than a primary academic resource since it emphasizes industry practitioners over rigorous academic research. Instructors should pair the video with peer-reviewed literature, such as Collings and Mellahi’s (2009) work on Strategic Talent Management, to provide necessary theoretical depth. Additionally, to enhance discussions on Diversity, Equity, and Inclusion (DEI), a follow-up case study should assess the video’s concept of “inclusivity” against real-world corporate constraints, especially concerning resource allocation. Finally, regular reviews of the video’s relevance are essential, given the rapid integration of Generative AI in HR, particularly in the “Planning” and “Attracting” phases, which may require exploring how these automated systems are reshaping the traditional talent lifecycle.
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