Talent Management: Strategies for Attracting and Retaining Skilled Workforce

Running head: TALENT MANAGEMENT
Talent Management
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Author’s note

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TALENT MANAGEMENT
Table of Contents
Vision of talent to the executives and managers........................................................................2
Reasons for high staff rotation...................................................................................................3
Tools to attract the right candidates...........................................................................................3
Importance of technological resources for a company..............................................................4
Culture and organizational structure on implementation of talent management strategy..........4
Strategic vision of the company.................................................................................................5
References..................................................................................................................................7

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TALENT MANAGEMENT
Vision of talent to the executives and managers
The vision of talent for a company or a business organization is the amount of
expertise or skills required within the workforce of the organization. The vision of the ABC
distribution is to build a task force who are able to deal with the organizational challenges or
difficulties as well as ensure that the productivity is high. The organizational vision puts
much importance upon talented human resources. These are further dependent upon a
number of aspects such as hiring of the right candidates along with provision of sufficient
training to the right candidates. As mentioned by Gallardo-Gallardo et al. (2016), the talent
and the quality of the talent has been referred to as key success factors within an organization.
In this respect, the ABC distribution focuses upon transforming talent to achieve its
vision and objectives. Some of the steps undertaken by it to achieve high productivity have
been further discussed. For example, a better vision for the talent could be achieved by
ensuring that the responsibilities are levied upon the employee possessing the right degree
and qualifications. Everyone should perform work which is core to fulfilling the value of
their position (Festing and Schäfer 2014). This helps in the development of a liking for one’s
work and for the organization, which can help in absorbing more skilled employees as well as
retain them. Additionally, adopting a flatter organizational structure would give sufficient
freedom to the employees of the organization to share their view or ideas. As mentioned by
Beamond et al. (2016), a collaborative thinking effort can help in expanding the vision and
professional expertise of the organization.
The middle management lack the definition of vision as the executive of the
organization. On the contrary, they follow a traditional hierarchical model where the middle
managers simply report to the senior managers as per their line of duties and responsibilities.
In order to, define more strategic vision of the talent sufficient level of employee engagement