Understanding Recruitment and Talent Management

Running head: PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
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PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
Understanding Recruitment and Talent Management
On gathering insights from lecture slides of Week 5 of my second assessment module, I
have understood that hiring talented and capable individuals draws significant criticality to the
success of organizations. However, to engage the most proficient and talented modern
organizations must first recruit them. According to Ulrich (2015), recruiting employees can be a
challenging undertaking. As per studies of authors, during recessions, organizations encounter
huge issues to successfully fill certain types of jobs. As a result, recruiters have to make
important decisions, which include whom to convey and to staff recruitment efforts. Lectures
received through this entire module have helped to understand that diverse leadership theories
have developed over the years move toward leadership from a variety of perspectives. I have
chosen leadership development as a vital theory to understand leadership and leadership
development. For example, Coles Group has initiated diversity approach in their recruitment and
selection process to strengthen transformational organizational change into the new
organizational realism (Kegan & Lahey 2016).Significantly learning about leadership
development has improved my understanding that development demands for action on several
facades, which involves behavioural skill training that can be frequently associated with
leadership development considerably easy, with recent forms of knowledge-based training in
organizational culture as well as culture-building in addition to training focused on development
of the three personal capabilities.
On the other hand, while delving into organizational culture, I have taken into
consideration that organizational culture has proven theoretically as a key factor influencing
charismatic leadership of an organization. According to Alvesson and Sveningsson (2015), as per
charismatic leadership theory, positively relate to a necessitation for social influence along with

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PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
power intention. It is imperative to note that a robust culture exists with significant conformity
and agreement between employees on significance of values in organizations. Thus, to my
understanding, charismatic leaders have the competence to expand a level of agreement on
measured principles and norms between followers of such behavioural approach.
Online Resources
On gathering insights from my module, I have realized the importance of effective
succession of leaders to sustain organization’s efficiency. By obtaining information from several
online resources, I have recognized important factors to be considered while developing CEO
succession plan. Fundamentally, a succession plan mainly shows high formality with
documented strategy that works in correspondence to the long-term strategy of an organization.
Through explicit online research, what I have learned is that, Woolworths recent CEO succession
shows valid understanding of the complexities and nuances of the processes and procedures of
organization and precisely amalgamates with other strategies related to talent acquisition,
employee engagement as well as professional growth. Aarons et al. (2015) in their articles have
noted that prior to the identification process, it is imperative for leaders to set up a clear profile
of company’s current leadership positions. This process from primarily involves an assessment
of factors which draws success of current leaders by assessing their strengths and leadership
competencies to their specific skills and experiences. These factors should correspond to the
overall strategy and positioning of the organization in the marketplace in addition to the factors
such as recent economic conditions as well as upsetting industry developments. This factor will
successfully offer framework a benchmark for evaluation of feasible candidates in the
progression planning and will help protecting against prejudice and bias which can arise from
leader or CEO employing any candidate due to personal likeness (Lee, Chen & Lee 2015).

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PEOPLE, CULTURE AND CONTEMPORARY LEADERSHIP
On the other hand, succession is clearly important at the senior level, but it is also
decisive for middle management. Extensive online research of various articles, blogs and
articles, has enhanced my knowledge regarding succession process. As a result, I have
understood that there is a statistically advanced chance of overlooking any important and
proficient employee below the level of top management as there are basically more of those
people. Thus, identifying critical positions in middle management and further broaden
succession planning to them these vital positions.
Industry Speaker on Organizational Culture
Being a student of Kaplan University, I have understood that Kaplan provides substantial
opportunity for its students by proficiently inviting good industry speakers who aid students in
widening their knowledge by relating theory to practice in the real world. Several industry
speakers have focused in innovation, organizational culture, and leadership with their significant
experiences working across industries. For example, I have gathered information that disruptive
or breakthrough innovation may seem undemanding for companies like Apple or Google.
Several industry speakers have proficiently shed light on the struggle which most organizations
tend to create an environment which generates sustainable innovation and further reveals the way
any organizations can cultivate culture which stimulates new philosophy, customer focus,
experimentation, unremitting improvement as well as business expansion (Dragoni et al. 2014). .
Cultural pattern of organization is recognized as an intangible element which tends to focus on
workspace of the organization. It is recognized as a vital element which can draw variance to the
personality of individuals. These differences make them people diverse, distinctive and
eventually develop likeness or aversions within an individual to the other. According to Muscalu
(2014), organization’s culture is a set of values, standards, beliefs, primary assumptions,