Objectives and scope: Today‘s companies face the War for Talent in different ways. To face the challenge of a global talent shortage a recently topic is the Talent Management. This study aimed to find out in how far Talent Management can be used as a tool to succeed in the Talent War through the creation of commitment to ensure talent is available. Furthermore it purposed to discover how Talent Management needs to be designed to create this commitment. In this context not only talents were considered but also those employees who are not evaluated as such. It was aimed to add practical knowledge to the existing literature of how to create commitment through the Talent Management approach concentrating on German Multinational Enterprises which are located in a market with significantly changing demographics.
Methodology: The study is qualitative using semi-structured interviews within six German Multinational Enterprises. Interviews were held with HR managers in order to discover reasons for design and holistic evaluations of commitment throughout the workforce.
Results: Talent Management has the potential to grow commitment of the workforce. Necessary is the combination with other developmental opportunities and transparency in order to avoid favouritism. Ensuring those requirements Talent Management values talents and gives this population a feeling of being recognised which creates a bond to the employer. Transparency, on the other hand, informs non-talents about their areas of development and is able to create the motivation to become a talent. Developmental opportunities moreover avoid the evolvement of second-class-staff. Author keywords: Talent management, commitment, German labour market, MNE, qualitative research, HRM, war for talent