Assignment 3 Talent Management Strategy

Topics: Management, Leadership, Talent management Pages: 8 (1881 words) Published: March 1, 2015

Assignment 3

Talent Management Strategy


Developing a strategic plan for an organization despite its size requires the establishment of a standard. This standard should incorporate each potential employee’s skills, traits, and personality to ensure that it is a right fit for the employee, the company, and the future of the company. The company talent goals need to include a consistent set of tools, resources, and processes to manage their talent capabilities to develop expertise, diversification, innovation, experience, and technologically capable individuals to meet their demands. Their developmental concepts and performance requirements should be profound and permanent, focus on organizational capabilities and processes that are cross directional and interchangeable for easy and implementation at any of their locations.

Formulate a talent management strategy to encompass the entire talent requirements of the organization. The talent management strategy to encompass the entire talent requirements of the organization are recruitment, retention, leadership, performance, feedback, planning, and culture. In every successful business, they want to make sure that they have the right people to do the job. When looking for potential candidates, the organization must first post ads in newspapers and websites so that people know that there are jobs available at the company. Once human resource managers select the candidates they then begin planning for the interview process done by the manger of the company. This planning however, does take place after screening the applicants to ensure their suitability for the positions at hand. Once they pass all screen test from the interview process, HR and hiring manger then select who they want to be a part of the company. When hiring new employee its can be very expensive so you want to make sure you have employees in the company that want to stay for long-term and is will to work hard to get there. Once qualified candidates are selected, the company goal is to make sure that they keep all employees and hire within the company for higher position. In all organizations, there should be some type of professional development for self and the company. Professional development allows you gain more knowledge and skill about the company and use them in everyday life. There are many approaches to professional development, which are coaching on areas that one could be lacking and training of the new information that has be presented to the company. They can have mentoring sessions to see how other employee are successful in that areas and try new technique. Mangers are able to provide feedback to all employees to make sure everyone is on the same page with making personal growth and career advancement within the company. In running a successful business, one must have great leadership. A leader is someone who manages projects, interacts with others, and gets duties done through others by way of delegation. The organization must create a model for their leaders that helps them identify the expectations they want in current and future leaders. The relationships that leaders build are critical to their development and their performance and ultimately to their success. These relationships need to be created and nurtured because this makes the working environment less stressful. In the talent management strategy there must also be a component for performance. A performance plan helps constructive discussion between leaders and employees, to clarify work performance that needs to be improved. In the performance, area there should be monthly update on how each employee is doing and what areas they need to work on so that everyone can be successful together. This allows room for growth and one on one with leader to see how everyone can do a better job. Leaders can set three months performance plans for those people that do not really want to work for the company and...

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Goldsmith, M., & Carter L. (2010). Best practices in talent management: How the world’s leading corporations manage, develop, and retain top talent. San Francisco: Pfeiffer.
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