(This article is written by Anne-Marie Kontakos and recomposed by 蒋勤 (John Jiang))
Introduction
HR has a critical role in supporting the growth initiatives of the business by ensuring the retention and acquisition of top talent. However, HR is in an extremely difficult position as external factors work together to create huge barriers in finding and keeping top talent at any one organization.
Although 80 percent of senior executives emphasized the need to focus on retention and development of their strategic employees, less than 20 percent rated their companies as highly proficient at retention or development (Bingham, 2005). The three most important talent issues related to company success, according to: developing and retaining potential leaders; top management succession planning; and talent identification and growth. As time passes, talent management issues will only increase in its significance to organizational growth. 
 
The Talent Management Challenge: Labor Shortage

With the economy growing continuously at a rate of approximately 10% annually and the short history of market economy,  the employees have the upper-hand in the labor market. Companies will have to compete for talent by identifying the drivers that attract a new generation of employees. Although pay may be a significant source of dissatisfaction, high pay itself will not be the main attraction and retention driver. According to a survey conducted by Career Systems International, the top three replies are: exciting work and challenge; career growth, learning and development; and working