Implementation of Strategic Talent Management
Added on 2020-05-28
8 Pages1903 Words60 Views
Running head: IMPLEMENTATION OF STRATEGIC TALENT MANAGEMENT IMPLEMENTATION OF STRATEGIC TALENT MANAGEMENTName of the StudentName of the UniversityAuthor Note
1IMPLEMENTATION OF STRATEGIC TALENT MANAGEMENT Introduction:Talent management refers to the initiatives of human source to organize, plan and implementation of plans to meet the organizational goals. The talent management includes the talent of recruiting; retaining, developing, rewarding and making people perform in the organizational works(Al , Wayne and Jaap). Talent management from managers/ directors point of view:The term talent management means to utilize the human resources in a company at thefullest. The managerial heads appoint a talent manager for scrutinising the quality in theworkers and make the best use of them. The directors term talent management as a strategy tocreate a higher performing workforce (Cappelli and Keller). According to the HR,Executives of ABC distributors the process includes acquiring, hiring, retaining theemployees. The official heads seek to select the best performing employees and utilize theirtalent to make the best output for the business(Cerdin and Chris). However, the company has adrawback in case of internalization and succession planning. The officials felt a need for theexpansion and succession of the company in the international market. Thus, they felt the needfor hiring a talent manager to implement the talents of the employees to expand the company.The manager and executives have decided to utilize the employees talents to achieve theirtargets and goals related to the organization development and welfare. To get a better vision about the talent management in the company I would prefer tointeract personally with every employee to know them well. It is very important to know theworkers, their likings and disliking in the workplace (Davis et al.). If I do not know theworkers interest then I will not be able to relate them to the required field. I would prefer agroup discussion with the board of directors to get an idea about their expectation from me
2IMPLEMENTATION OF STRATEGIC TALENT MANAGEMENT and the talent management strategy. I would also get an overall idea about what expectationsthey are keeping from the workers. I would also like to communicate personally with theworkers to get a better idea about them and how to implement them in the workplace.The middle management also has a similar idea about talent management to a certainextend. During my conversation with the employees, I felt they were also dedicated andsincere to their work life. The only difference I felt during this assessing period was that theemployees felt over stressed or pressurized at certain times. They have a similar view aboutthe talent management but they believed in balanced work strategy. They are unable to copeup with the excess pressure imposed on them to meet the company goals. The basicdifference between the view of the directors and workers about talent management was thatthe directors focused only on the company goals and success and the workers demanded forstress free environment. I did a group study on 15 employees from different field includingthe technical, management, human resource, accounts department and I could conclude thatthe view point of the directors and the workers were all most same except for a basicdifference that the workers needed a stress free environment. This issue can be solved if theofficials conduct a meeting with the workers or a team member on behalf of the whole team.The workers should be aware of the company target for achieving a field in internationalmarket. The workers should be provided extra bonus and incentives for extra work and goodperformance(Gelens et al.). This will motivate the workers and increase their interest in worklife. The managers should also speak with them in case they are overstressed with work andneed some break.The main reason for staff leaving the company is lack of communication among theofficials and the workers. The company has succeeded in their working field and has desiresfor further expansion. However, the company must focus on the employment issues faced bythe company. The rotational staffing has a negative impact about the company image in the
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