Zarządzanie kompetencjami pracowników o wysokim potencjale a sukces organizacji: relacje i zależności

The turn of the 21st century is a time of changes in the perception of an employee in the organization. The complexity and dynamics of the enterprises' environment have determined the human resources as a key capital for the organization. Therefore, the position of employees with high potential (talents) seems to be crucial. This study is an attempt to present the outline of the relationship and interdependency, between the effective management of talented employees' competences and the organization's succes

Budowanie relacji organizacji z pracownikami utalentowanymi wobec wyzwań przyszłości

Relational paradigm has become increasingly important, not only in management and marketing theory, but also in operational market activity of contemporary enterprises. Organisations tend to build relationships with many stakeholders, paying particular attention to employees. It is assumed that organisations compete among one another to gain and maintain employees with desired competences and high potential (so called talented employees), and an effective way to achieve this is building strong and positive and relationship with the talents. However, it may be observed that organisations face real challenges to gain and maintain talented employees, due to the specific personal traits of talents and changing working conditions. The theoretic deliberation is supplemented by results of a research that was conducted by Mercer consulting company in 2018 and 2019 among 7200 respondents and published in Global Talent Trend report 201