In times of demographic change and a shortage of skilled workers, it is particularly difficult to find suitable personnel – this also applies to the public sector. Talent Management is of strategic relevance, refers to the anticipation of required human capital for an organization and aims to get “the right person in the right job at the right time”. With the help of talent management, competitive advantages and long-term organisational success can be promoted.
Public sector must find a way to assert itself as an attractice employer and identify, train, promote and retain talents in order to keep up in the “war for talents” . One possibility of Talent Management in the public sector are, for example, trainee programs.
[1 ]Capelli, P., Keller, J.R.: Talent Management: Conceptual Approaches and Practical Challenges, Annual Review of Organizational Psychology and Organizational Behavior, 1, 305-331.
 Michaels, E., Handfield, J. H. & Axelrod, B. (2001): The war for talent, Harvard Business School, Boston.
- Development of domain specific target and indicator systems
- Establish target-oriented personnel development
- Forward-looking strategic planning for the use of data and technologies as well as for practical implementation
- Improve and strengthen Europeanisation
- Improve the process of recruiting in order to acquire suitable staff in a timely manner
- Improved incentive structures for working in the public sector
- Link between impact, quality, performance measurements and financial information
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