According to studies arising from the theory of knowledge and learning, as well as from the theory and practice of human resources management in companies and organizations, talent consists of a series of superior Capabilities and skills that people have to learn and carry out special activities, which are difficult to replace, and with a great potential to achieve goals and accomplishments in an efficient manner.
The generation, attraction, loyalty and linkage of talent to a locality, region or country is a complex public problem that has several dimensions insofar as talent is a multidimensional variable.
In this sense, public policies in favor of talent have to have an impact on multi- and interdisciplinary talent, not only taking into account a multidisciplinary approach within organizations and companies (employees specialized in different disciplines work each one from their own area to reach their own objectives), but also from the interdisciplinary approach (employees work in cooperation in all areas and disciplines with a shared objective).
For its part, the public sector must take intergenerational talent into account in the design and implementation of its policies. While the drain and lack of young talent is a major problem, the lack of senior talent and the underutilized talent of those with extensive work experience also has a negative impact on companies and economic development.
In addition, it is necessary to elevate to a strategic dimension the design and implementation of work environments and processes that prioritize the collaboration and coexistence of different generations to share their knowledge. In other words, the integrated and heterogeneous talent coming from Generation X (born between 1965 and 1982), Generation Y (millennials, born between 1982 and 1996) and Generation Z (born at the end of the nineties) must be valued and become part of the strategic and operational management of the work teams of companies and other organizations.
On the other hand, STEM (Science, Technology, Engineering and Mathematics) professionals and digital talent are the core of technological development, but other complementary professional profiles related to social sciences and humanities are essential to solve complex problems in the productive sector.
In this same context, it is essential to promote female talent in order to reduce gaps and inequalities in certain professional profiles and productive sectors, especially in STEM professions.
Increasingly, public policies in Spain, at all levels of government (national, regional and local), are implementing policies to generate, attract and retain talent. The aim is to address this problem from a comprehensive perspective that encompasses the great complexity of talent (multidisciplinary, interdisciplinary and intergenerational) and its impact on companies and the economy and, ultimately, to provide better possibilities and working conditions for a better life project.