Abstract

The total quality management (TQM) methodology has not been applied to talent management because it requires focusing primarily on the causes of failure of otherwise qualified individuals. This approach is counter to the identification of the causes of success found in job analyses and competency studies. However, a TQM approach can create a single instrument capable of measuring all competencies required for the management of a company’s human resources. This talent audit system is a repository of strengths and weaknesses for all employees in key positions that helps place the right people in the right job. An overview is given of the causes of ineffective talent management and how the Six Sigma/TQM approach can minimize these five common “pain points:” Reducing unwanted turnover, improving weak succession planning, losing top talent, matching the right people to the wrong job, and training the wrong people.