Organizations have attempted to apply many different techniques in their efforts to move towards strategic human capital management. In fact, an agile workforce may reduce some of the stress currently being experienced as a talent shortage. A critical component of agility is a workforce with the knowledge and skills to make rapid adjustments and the willingness to acquire new competencies. As agility in responding to continual change in technological and business conditions has become critical to success, organizations must strive to create learning environments capable of rapidly adjusting to the changes engulfing them. Competing for talent and recruiting the best is not enough, and focusing just on winning the “talent war” can be damaging to the organization. Yet the people-related challenges of the business stretch far beyond recruiting and retention. In every domain of business, executives know that their ability to compete is directly related to their ability to attract, develop, motivate, organize, and retain talented people. In areas such as software development and nursing, the shortage of talent is so great that companies are beginning to offer incentives that were once only available to executives or professional athletes. As the knowledge required to build products and deliver services increases, the retention of experienced employees becomes critical to improving productivity and time to market. At the very time that business markets are expanding, talent markets seem to be shrinking. An organizations success in its business markets is determined by its success in the talent market. Organizations are now competing in two markets, one for their products and services and one for the talent required to produce or perform them.
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