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1. Berger, L. A. & Berger, D. R. (2004). The talent management handbook. NY:

McGraw-Hill.

2. Milkovich, T., Newman, M. & Gerhart, B. (2010). Compensation. NY:

McGraw-Hill.

3. Ulrich, D. & Smallwood, N. (2003). Why the bottom line isnt. New York:

John Wiley & Sons, Inc.

4. 2008/

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How to Create The Talent Management System

Chun-Wei Yeh/ Ted Shir-Tau Tsai

Abstract

Talent is one of the most important resources of any organization. Therefore, the

strategic role of HR has gained more and more attentions. However, the

investment in HR and its link to organizational performance was not yet fully

confirmed. To establish a linkage between HR investment and organizational

performance, as well as one for HR practices and organizational results, the

"Talent Management System, TMS" is developed. TMS not only focuses in the

management of existing HR, more importantly, but also identifies the key

competencies of the organization. Through various HR policies and procedures,

TMS enables an organization to keep its key talents and then en route for a more

competitive organization.

Based on previous literatures, the authors proposed methods and models for

connecting TMS and organizational performance. Step by step procedures, useful

tools and practical examples are also provided for developing a TMS. It is hoped

that this paper will allow organizations to build an aligned TMS with the

organizational vision, strategies, and goals.

Keywords

Talent Management System (TMS), Core Competency, Succession Plan