" Managing the supply chain is about managing uncertainty and variability . This same uncertainty exists inside companies with regard to develop talent. Companies rarely know what Build five years out and what skills should make who also happens don't know whether People who are in the pipe will be around. " Consequently , administrative Wharton professor Peter Cappelli
draws a compelling parallel between the management supply chain and management talent in his book titled Talent on demand. The Cappelli Talent Management " has define the term "in which simply means " trying to to predict what is going to need , and we plan then satisfy that need, "and according to the author , the definition of chain management supply is essentially the same: "We think that the demand for our products next year will be ' X ' . How we organize internally to meet that demand? " The organizations have made phenomenal progress in the management supply chain over the past couple of decades.Using an IT companies like Dell , Wall Mart, and UPS have improved the supply chain. But for some reason talent management has taken the same level of attention to any organization. According the author , part of the problem is that many companies are locked in an earlier example based on the assumption that they can just meet their talent needs through static forecasting models and programming , even though the overall market is growing a more unpredictable. Consequently, Businesses can now take advantage of their understanding supply chain management and apply it to management talent . One of the practical supply chain that Cappelli to develop talent shortens the cycle forecasting. It is well documented fact in the supply chain planning , which the shorter cycle provision leads to a reduced 'Bullwhip Effect
"- a major problem with inventory management . The shorter and more frequent dynamic prediction lead just in time "the need to ' for talent. Consequently, the propensity to mismatch between supply and demand for talent can be mitigated. The mismatched supply and demand for talent is the biggest challenge faced by the organizations.
Firms are still lagging behind when it comes to adopting the most efficient talent management techniques . A new approach to talent management is needed for two main reasons , according to Cappelli: On public policy side , companies do not develop the the talent U.S. must stay competitive. From the employer side , most from the aren't doing business planning talent, or planning to do wrong even since the ability to hire a just in time base is eroding.
It is surprising to find that the study after study results show that companies poorly managing their talent. Why is it so difficult? Be because of organizational structure in which HR . not included in organization 's operational strategy for the company and so unaware of the need for talent ? organizations not can not afford to continue the traditional talent management
