ABSTRACT
Simple financial packages, although superficially very attractive, often assuage a short-term need but rarely cater for the long-term requirements of a highly talented person who envisages a career leading to appointments at the most senior levels in both public and private sectors. Another issue that has been found is that there is always the possibility that talented people will not always be required to call upon their exclusive talents to perform at the best possible levels. Line and staff managers must remain extremely sensitive to the effect of talent and every endeavour should be made to ensure that talent emerges and is used for optimum effect. The chapter examines the ASK relationship needs to be at the forefront of any talent management operation. If any of the elements, attitude, skill or knowledge, are absent, a serious risk can be developed in terms of having the wrong person in what appeared to be the right job.
