Talent Management is Dead!

Video recording: Experts from GSK and Cranfield hold a stimulating panel discussion on the future for talent development in inclusive agile organizations

IEDP Editorial

Tuesday 14 December 2021

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As the world of work changes apace—from new technologies to a greater emphasis on agility—the idea of linear careers is no longer relevant. Further, the idea of talent management itself—an approach by which we spot individuals with high potential to move along a linear career trajectory—has become redundant. The time has come to replace it with a more agile system.

As organizations the world over strive to bring inclusivity, equity and fairness to the tops of their HR agendas, will we see ‘talent management’ as an inherently exclusive approach, out-of-step with modern perspectives? Is it still acceptable to think of a workforce in terms of ‘high-potential talent’ vs ‘the rest’?

‘Talent Management is Dead!’ is a stimulating, thought-provoking virtual panel discussion with leading sector experts from Cranfield Executive Development and GSK, which challenges our preconceptions of what executive learning can and should be aiming to achieve in the purpose-driven, agile organizations of today and tomorrow.

Amongst other burning issues, the panel—and participants—address:

What does replacing ‘talent management’ look like? How should it emphasise organizational learning agility, and lifelong learning (re-skilling and upskilling)?
What does a progressive learning and development strategy look like—and what are the benefits to adopting one early?
Once the argument on strategy is won, what specific tactics can HR departments employ to implement it on the ground?
In the context of ‘the Great Resignation’—how can the right learning strategy turn your organization into a ‘talent magnet’?
In the context of executives living a ‘100-year life’—how can learning and development best serve and prepare individuals in the workforce—and how can this benefit the organization?
If equity in L&D means treating individual members of the workforce uniquely, how do we make this a reality?
In the context of the Future of Work—what are the implications of such an agenda on: organizational structure; the workday; multi-gen leaders, and more?

About the speakers:

Emma Parry is Professor of Human Resource Management and Head of the Changing World of Work Group at Cranfield School of Management;

Kim Lafferty is VP of People Development at GSK and a doctoral student at Cranfield University; and

Camilla Jonsson is General Management Portfolio Director at Cranfield Executive Development.