roles equating talent management with senior leadership succession management is a thing of the past the novel approach requires talent management encompassing a far broader portion of the employee population so as to have leaders at every level of operations thereby creating a culture of high performance this will also in the long run reduce dependency on the market and will place the organisation in a position of homegrown advantage age and maturity are not synonyms talent management is all about putting the right attitude at the right place functional skills a gogetter attitude and an innate drive to excel are what todays leaders need and that is no longer dependent on the number of years spent working as they say the years in your life are not as important as the life in those years invest in the best it is extremely important to have the best people work for you especially when the competition is fierce and the market is dynamic to be able to do that you need to ensure that the selection process is impeccable and focused on evaluating functional intuitive and cognitive skills using psychometric tools along with your gut feel will ensure you get the right person always engage employees outside cubicles create a value proposition for individuals by offering worklife balance stability and logistical convenience to ensure consistent performance it is very important to regularly communicate with your employees through formal and informal channels this coupled with activities like sports tournaments hobby classes outbound leadership trainings etc will ensure people continuously see staying with you as a value addition to their lives customise your plan while it is important to follow these strategies it is equally critical to stay relevant and keep adapting them according to your business goals market situations and upcoming trends change is the only constant and hence hr professionals must always be open and willing to coursecorrect and maintain agility to be ready for anything the future throws uparman chaudharythe author is head hr emaar mgf