Talent management as a key factor in the success of organizations: strategies for attracting, developing and retaining talent

Abstract

Upravljanje talentima danas zauzima središnje mjesto unutar strateškog upravljanja ljudskim resursima. Posebice u onim organizacijama koje razmišljaju dugoročno i žele očuvati ili ojačati svoju konkurentsku poziciju. Ovaj rad ulazi dublje u temu, analizirajući kako suvremene strategije privlačenja, razvoja i zadržavanja talenata izravno utječu na organizacijsku učinkovitost, ali i na sposobnost prilagodbe promjenama u poslovnom okruženju. Kao metodološki okvir koristi se komparativna analiza. Time se omogućuje usporedba različitih praksi upravljanja talentima, kako na međunarodnoj, tako i na nacionalnoj razini. Primjeri se ne promatraju izolirano, već u kontekstu šireg sustava i organizacijske zrelosti. Poseban naglasak stavljen je na tehnološki aspekt. Automatizacija, digitalni alati i platforme za razvoj zaposlenika mijenjaju način na koji organizacije planiraju nasljedstvo, oblikuju kulturu i grade svoj identitet kao poslodavca. Brend poslodavca pritom više nije samo marketinški alat, već temelj za privlačenje talenata, osobito u uvjetima visoke mobilnosti radne snage. Rad se temelji na relevantnoj sekundarnoj literaturi, kroz koju se izdvaja nekoliko ključnih koristi učinkovitog upravljanja talentima. Među njima su najizraženije: povećana produktivnost, smanjena fluktuacija i jačanje organizacijske kohezije. Ipak, ne zanemaruje se činjenica da nijedna strategija nije univerzalna. Potrebna je fleksibilnost i razumijevanje individualnih potreba zaposlenika. U svijetu gdje se promjene događaju brzo, a ljudski kapital ostaje osnova svakog napretka, prednost će imati oni koji tu vrijednost znaju prepoznati i njegovati.Talent management today occupies a central position within strategic human resource management, especially in organizations that think long-term and aim to preserve or strengthen their competitive position. This paper explores the topic in greater depth, analyzing how modern strategies for attracting, developing, and retaining talent directly impact organizational effectiveness, as well as the ability to adapt to changes in the business environment. A comparative analysis is used as the methodological framework. This approach allows for the comparison of different talent management practices, both at the international and national levels. The examples are not viewed in isolation but rather within the broader context of system maturity and organizational development. Special attention is given to the technological dimension. Automation, digital tools, and employee development platforms are changing the way organizations approach succession planning, shape company culture, and build their employer brand. The employer brand is no longer merely a marketing tool—it has become a foundation for attracting talent, especially in a landscape characterized by high workforce mobility. The paper is grounded in relevant secondary literature, from which several key benefits of effective talent management are identified. Among the most prominent are increased productivity, reduced employee turnover, and stronger organizational cohesion. However, it is also acknowledged that no single strategy fits all. Flexibility and a nuanced understanding of individual employee needs are essential. In a world where change occurs rapidly and human capital remains the cornerstone of progress, those organizations that recognize and cultivate this value will hold a clear advantage