Truly talented employees want to be challenged, and managers must give top talent creative scope and foster the potential for personal growth through the projects they assign to such individuals. Employees who are talented likely want to improve themselves, and to challenge themselves. Retention strategies should reflect this. For example, offering tuition reimbursement for employees seeking higher degrees part-time, allowing time to be spent in self-improvement activities (such as the paid yoga classes at Google, which are designed to sharpen employees' focus as well as serve as a perk of employment), and offering on-site training courses are all ways an organization can acknowledge employee's needs to advance their skills and careers. Finally, simply creating an atmosphere where employees are treated with respect, and are asked for suggestions and input when new projects are undertaken, can have tremendous benefits in retaining employees. Talent Development: Describe HR's role in developing employees, development strategies used, and evaluation techniques used to link development...

This practice fosters loyalty and a personal connection to the company on behalf of both the new recruit and the mentor. It creates a sense of cohesion and coherence of values. It allows the two generations to teach one another, thus keeping the older individual abreast of new developments in his or her field, while teaching the younger person about company values. Leadership training seminars and leadership retreats also foster continuing educational opportunities and enable a sense of self-empowerment and actualization in the employee. Training and retraining in critical skills such as leadership shows the employee that the company cares about and believes in him or her.
Talent Management: Define the term, Talent Management -- in your own words.

Talent management is making employees work for the organization by striving to make the organization 'work' for the employees.