Final answer:
The notion that talent management doesn't include managers is false. Talent management strategies involve both employees and managers, focusing on personnel selection, training and development, and utilizing strengths-based management approaches. The evolving manager/employee relationship reinforces the crucial role managers play in these practices.
Step-by-step explanation:
The statement that talent management is a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees, but not managers, is false. Talent management encompasses both employees and managers as it aims at developing the workforce's capabilities that contribute to achieving the organization's goals. A key part of this strategy involves personnel selection, which is essential in finding the right candidates that fit the company's culture and values, regardless of their initial skill set, as skills can be more easily taught than changing one's personality.
Moreover, effective talent management also focuses on investing in human capital post-hire—through continuous training and development—to capitalize on the resources spent during the recruitment process. Managers are an integral part of this strategy and are not excluded from talent management practices. The approach by Donald Clifton, which focuses on strengths-based management, suggests that management styles that emphasize an individual's strengths can be very effective, even though the impact on organizational performance requires further study. Finally, the changing dynamics of manager/employee relationships also signal the essential role of managers in modern talent management practices.