Establishing an organizational structure based on talents and successfully managing this structure is a highly significant issue.
The concept of talent management emerged in the early 1990s as a result of research on the determinants that distinguish a successful and efficient organization from others. Due to global, economic, and demographic trends, today’s challenging work environment has made talent management a concept of critical importance for both businesses and employees who are aware of their own qualifications and skills.
As businesses compare their talent pool with market talents and conditions to test their uniqueness and adopt performance-enhancing trends, employees, within the work cycles, seek roles and tasks aligned with their own qualifications. Consequently, organizations strive to identify key talent with essential competencies—those who serve as role models, drive innovation, and contribute to sustainable competitive advantage. In this context, businesses recognize that not every job can be performed by everyone and implement a talent-to-task matching approach. As a result, employees perceive that they are positioned according to their qualifications, find their work meaningful, view it as a source of personal development, and consider the work environment valuable.
