Talent Management: A Competitive Edge

This assignment delves into the crucial role of talent management in securing a competitive advantage for organizations. It emphasizes how attracting and retaining skilled employees is essential for achieving strategic goals such as cost leadership and product differentiation. The text outlines core principles for building effective talent pipelines, including employee-oriented policies, investment in training and development, and experience-based recruitment. Real-world examples from Lucky Café illustrate the practical application of these principles.

RUNNING HEAD: Talent Management 1
Name of the student
Topic- Talent Management
University name-

Talent Management in organization 2
Contents
Organization as competitive for the talent in future.......................................................4
Core principles that should be the basis for building a talent pipeline Economic and
industry environment for the industry............................................................................................4
Organizations align talent pipelines to their talent management initiatives........................5

Talent Management in organization 3
With the ramified economic changes and complex business structure, each and every
organization should be more inclined towards hiring talented staffs and employees. If
organization wants to be competitive in market then it has to develop effective core competency
in market to beat other rivals. This essay has shown how well organization could use its core
competency to create edge in market (Joyce, 2009).

Talent Management in organization 4
Organization as competitive for the talent in future
It is evaluated that talented or efficient employees in organization are the key pillar for
the business success. It is considered that if company could use efficient and talented employees
in its value chain activities then it will surely help organization to develop core competency in its
two determined strategic plan such as cost leadership and product differentiation. These levels of
strategic plan help in overcoming the sluggish market factors and increase the overall market
share of company. There are several companies which have got destructed due to the less
efficient staffs named GE capital, Wesfarmers, Tesco and ITC. These companies are investing its
more amount of capital and preparing employees oriented policies. If organizations do not keep
its efficient employees in its business then it will not only destruct the value of the organization
but also decrease the market share of company at large. Talented employees or efficient staffs
provides several intents such as reduced level of cost of production, creation of synergy, value
creation of business and more effective market share for the better satisfaction of clients (Le
Pape and Smith, 2007). In Lucky café, I observed that management staff members had invested
their money in training and development department. This will help organization to build
effective talented employees in organization in future.
Core principles that should be the basis for building a talent pipeline Economic and
industry environment for the industry
Employees are the key pillar and creation of core competency of organizations in market is
highly dependent upon the success factor of employees in particular organization. For instance, if
one employee is efficient in doing work and found a way to deliver the particular task in less
time and less cost. This employee could easily increase the value of the investment by making

Talent Management in organization 5
his efforts. There are several core principles that should be undertaken for creating the effective
talent pipelines (Joyce, 2010).
Employees oriented policies and regulation
If organization could develop employee’s oriented policies and frameworks then it will increase
the value of the investment and will also increase the overall production level. It will increase the
employee turnover and value investment in effective manner. It is evaluated that employees
could be more talented if they are having high experience in particular value chain (Silzer, &
Church (2010).
Training and development department investment for HR development
It is the one of the most effective principle. It is evaluated that if organization could invest its
capital in investing money or capital Training and development department investment then it
will make employees more employable and increased the overall production level. The HR
development will surely increase the value of the investment. It will help process system of
organization to make the pool of the talented employee to make better value creation.
Experience
In my own experience of Job in Lucy café, I observed that HR department of that company is
very effective and use all the online and offline sources to hire talented employees. These
talented employees increase the overall efficiency of business. This talent pipeline helps in
overcoming the issue of management of business in case of vacancy and sudden vacation in
business

Talent Management in organization 6
Organizations align talent pipelines to their talent management initiatives
If company wants to align the talent pipelines to their talent management initiative then it
could conduct the proper appraisal methods, conducting meeting and evaluating the performance
of existing employees. This level of method will help organization to create value on the
investment in determined approach (Silzer & Dowell, 2010).
The current experience of my job was in Lucky café where I saw that if one person does
not come at particular date then the immediate subordinate persons take care of that position and
take handle all the charges and functioning in determined approach.

Talent Management in organization 7
References
Joyce, L. W. (2010). Building the talent pipeline: attracting and recruiting the best and
brightest. Strategy-Driven Talent Management: A Leadership Imperative. San Francisco,
CA: John Wiley & Sons.
Joyce, L.W., 2009. Building the talent pipeline. Strategy-Driven Talent Management, p.123.
Le Pape, C. and Smith, S.F., 1987. Management of Temporal Constraints for Factory
Scheduling (No. CMU-RI-TR-87-13). CARNEGIE-MELLON UNIV PITTSBURGH PA
ROBOTICS INST.
Silzer, R., & Church, A. H. (2010). Identifying and assessing high-potential talent. Strategy-
driven talent management: A leadership imperative, 28, 213-280.
Silzer, R., & Dowell, B. E. (2010). Strategic talent management matters. Strategy-driven talent
management: A leadership imperative, 3-72.