Talent management (the recruiting, training, and retaining of good workers) has had many names over the years, but it is certainly not new.
In the mid-twentieth century, universities shifted their focus from factory workers to executives. As the importance of manual labor declined, universities abandoned the "hard issues" for the theoretical.
The training of managers and executives outside of the university setting has become quite sophisticated. In addition to executive MBA programs, both executive coaching and action learning are now widely available. You can also look for early career talent development programs to know more about effective talent management.
Executive coaching offers one-on-one guidance on many of the emotional intelligence or "soft" skills. Action learning is designed to allow managers and executives to work on real problems and to learn simultaneously.
If organizational learning has become more sophisticated, aren't companies more profitable? Not necessarily. These sophisticated training programs are expensive. Do we know the ROI (return on investment) for these massive investments of time and money?
Is your company training the right people? Training the wrong people is a waste of limited organizational resources. After you have trained the right people, can you retain them? If not, you are simply training good people for your competitors.