Talent 4.0

The approach of talent management is in fact not really new in Europe, however, on the one hand it
has so far not at all really entered the strategic and corporate training and development level of
companies (especially SMEs) and on the other hand does not at all make use of potentials of
digitalisation at all. European companies do hardly use active talent management in their human
resources policies at least not on a strategic level, however, the term “war for talents” is ubiquitous.
European businesses (no matter which size) do have enormous needs in better talent management
and especially the topic of talent analytics has been neglected so far: “Talent analytics is the
foundation of all talent management initiatives. The most important talent management trends can
be implemented, as they are fuelled by talent analytics. We would hope talent analytics would be
mainstream by now, but unfortunately many organisations are still exploring the possibilities to use
talent analytics.” (Tom Haak, 8 talent management trends for 2018 in: Zukunft Personal, September
2017)
Talent management could be and should be the answer from business to challenges of definition of
competences, knowledge and skills, attitudes of persons, competences gathered through informal or
non-formal learning, learning outcomes gained etc. With the approach of talent management
(covering the whole process from talent identification, talent planning, talent development, talent
evaluation) businesses could reflect and cover the concepts and results/achievements from the
education (mainly VET) systems. Three core challenges have to be tackled to achieve this goal:
a) Lack of instruments / tools for active talent management (especially talent analytics and also
with a special focus on the situation and potentials/restrictions of SMEs as being the core
nucleus of European economy)
b) Digitalisation and potentials of web 4.0 (the mobile web) for talent management (e.g. mobile
recruitment, applicant tracking systems, talent communities etc.)
c) Lack of knowledge about modern talent management as HR function and bridge for the gap
between initial VET, continuous VET, non formal and informal learning, corporate training
and development as well as lifelong learning
Whereas larger and especially international companies and businesses are at least somehow
applying parts of modern talent management and so contribute also to the European lifelong
learning arena, especially local and smaller businesses do hardly use any of these methods and would
need immediate support. This support shall be focused on the three identified challenges and
provide (digital) tools and knowledge. These shall be the aims of the current project.

The main aims of thia strategic partnership project are:
1) Implementation of an investigative research about existing and emerging tools (offline and online)
about talent management with special focus on SME needs and web 4.0 as well as trends/methods
of modern talent management (especially talent analytics) in Europe
2) Development of a tool box for modern talent management in SMEs with a collection of
instruments and tools, their embedding in the process of talent management, potentials for SMEs,
pros and cons
3) Development and implementation of a transnational learning, teaching and training activity for the methods / instruments presented in the talent management toolbox