Strategic aspects of talent management in organizations

Анотація

The relevance of the topic stems from the transition to a knowledge economy, where intellectual capital is the primary source of competitive advantage and innovation. The purpose of the article is to substantiate strategic approaches to talent management as a factor in increasing the competitiveness of enterprises and to develop practical recommendations for forming a strategy for retaining and developing talented personnel. The article examines the strategic aspects of talent management in organizations as a key factor in their stability and development amid global instability. The essence of the category “talent management” is analyzed, and the main approaches to defining the concept are systematized: resource, process, performance, and capitalization. The article argues that talent comprises specialists who can significantly influence long-term productivity. The work of domestic and foreign scientists is analyzed, allowing us to identify talent management as an innovative concept at the intersection of HR, strategic, and innovation management. The principles of talent management strategy formation are summarized, including strategic coherence, structural integrity, adaptability, and distributed leadership. The article outlines the economic benefits of implementing high-potential employee development programs, particularly demonstrating the impact on revenue growth, productivity improvements, and reduced staff turnover costs. Special emphasis is placed on a system of non-material motivation measures, which includes creating a comfortable environment, involving employees in decision-making, and developing a corporate culture focused on psychological comfort and work-life balance. The transformation of HR technologies in 2025 is studied through the implementation of skill-based management systems, flexible Agile models, and a human-centric approach. The successful implementation of a business strategy is impossible without integrating digital solutions and individualizing professional growth trajectories. Practical recommendations are provided to create a favorable environment for retaining new-generation leaders, which is important for economic recovery. The proposed approach will enable organizations to enhance adaptability and strengthen their corporate identity by investing in human capital. Keywords: intangible motivation, human resources management, HR technologies, human resources management strategy, intellectual capital, talent, human capital.

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