Concept Talent Management and Human Resource Management

Talent management is a business strategy that organizations hope will enable them to
retain their top talented employees. Talent management includes everything an organization
does to recruit, retain, develop, reward, and encourage its employees to become best workers
they can be.

Human resource management (HRM or HR) is the management of human resources.

It is designed to maximize employee performance in service of an employer's strategic
objectives. HR is primarily concerned with the management of people within organizations,
focusing on policies and on systems. HR departments are responsible for
overseeing employee benefits design, employee recruitment, training and
development, performance appraisal, rewarding and also concerns itself with organizational
change and industrial relations.

Differences between TM and HRM

(1) HRM has a broader scope than TM:

TM is just one constituent of HRM. TM has a more directed focus upon a certain group of
people, as against HRMs concerns with the management of all staff.
HR is more administrative-focused, dealing with pay, vacation days, benefits, and
complaints, while talent management is almost singularly-focused on helping and improving
the top talent in the organization. Such as think professional development vs. tracking
attendance.
Talent management is strategic, often manifesting as a company-wide long-term plan
closely associated with overall business goals, while HR is more tactical, dealing with the
day-to-day management of people.

(2) TM emphasizes segmentation, HRM equalize:

TM emphasizes segmentation, while HRM asserts egalitarianism. TM is significantly
different from HRM in that the latter treats each employee in the same way and avoids
differentiation regarding the allocation of company resources, whereas TM sees the needs of
core and non-core employees as being different, and starts to pay attention to different
demands of different groups of people
Whilst traditional HRM stresses managing human resources as the organizations most
important asset and main source of competitive advantage, it also advocates egalitarianism,
considering everyone as (potentially) equally capable. TM advocates the opposite
perspective, arguing that employees should be distinguished from each other in terms of their
performance, potential and core competencies.
 3) TM focuses on people, HR emphasizes function:
TM was always focused upon peoples talents. For TM, the functions are not seen as
divided, but as linked and tightly-coupled with each other around talent. Whereas, HRM
focused on the efficient carrying out of its various functions (such as recruitment, training,
development, and assessment).
HRM always focus on its functional activities like administrative function, and does not
merely focus on potential people working in organization. While the starting point of TM is
the people who are needed according to business strategies at different stages of
development, rather than different functions. This is the main difference.