Reflection on Learning - Talent Development PDP, University

This assignment is a reflection on the importance of talent development within organizations, focusing on the concepts learned during the first six weeks of a module. The paper outlines the need for talent development, demonstrating its relevance to all organizations by highlighting how it ensures strategic alignment with workforce requirements. It emphasizes the increasing importance of talent management in a globalized world with cross-cultural employment. The reflection further discusses the key benefits of talent development, such as improved employee motivation, skills, engagement, and retention, leading to enhanced company performance and customer satisfaction. The paper references key readings and provides a comprehensive overview of talent development's impact on strategic planning and organizational success. The author also references the importance of talent management as globalization increases and the workforce becomes more diverse. The reflection focuses on the benefits of talent development within organizations, including enhanced employee motivation, improved skills, increased engagement, and better retention rates. These factors contribute to improved company performance and customer satisfaction, ensuring that the organization's strategic planning aligns with workforce requirements and skills.

Running head: REFLECTION ON LEARNING
Reflection on Learning
Name of the Student:
Name of the University:
Author Note:

1REFLECTION ON LEARNING
The organizations need to implement talent development for the betterment of the
organization (Bratton and Gold 2012). The main reasons for developing talent are many.
Talent development initiatives attract the top talents across the industry as employees find
better chances of growth in career in these organizations. Their skills and knowledge
increases. Talent management is needed in organizations as the organization must be able to
channelize their workforce according to their strategic planning (Ellinger and Kim
2014). The organizations are becoming global and the number of cross cultural employment
is increasing. Talent development also ensures that the workforce becomes more inclusive
and culturally competent and teams work better thus ensuring better stakeholder engagement,
client satisfaction, competitive advantage and employee motivation for the organization
(Barney 1991).
The idea of talent development is relevant to all organizations as human resource is an
indisputable part of any organization. The workforce as a whole requires motivation and
talent management is a great way to ensure that (Merriam 2001). Through the learning of
the weekly materials we have found that strategic human resource and workforce planning is
one of the main concern of the organizations. As globalization increases the incorporation of
talents from different countries and culture in the world, the application of talent management
becomes all the more relevant. Workforce needs to be trained on cultural competency and
work within cross cultural teams (Armstrong et al. 2010). It is also relevant for all
organizations as retaining top talents ensure that the organization is performing to its greatest
possibility and have the opportunity to grow further.
The key benefits of talent development within organizations are many. Talent
development is a key motivator for the employees (Ricco and Guerci 2014). Improved
skills and new knowledge, becoming more able to perform tasks and swift promotions that6

2REFLECTION ON LEARNING
talent development ensures improves employee motivations and the organization does not
need to recruit outside employees at top positions in a hurry (Bonder, Bouchard and
Bellemare 2011). Talent development also improves employee engagement and top talent
retention. Employees become more equipped to handle the systems and teamwork. This
improves company performance and customer satisfaction as delivery and service is more
swift and on time. Talent development is a benefit to the organization as it ensures that the
organizations strategic planning is aligned with the workforce requirements and skills
(Buller and McEvoy 2012). Being able to channelize the workforce according to their
strategic need and vacancy reduces employment expense for the company as new recruitment
incurs a significant cost in training and preparation.

3REFLECTION ON LEARNING
References
Armstrong, C., Flood, P.C., Guthrie, J.P., Liu, W., MacCurtain, S., and
Mkamwa,. 2010. ‘The impact of diversity and equality management on
firm performance: beyond high performance work systems’, Human
Resource Management, 49 (6), pp. 977-998.
Barney, J.B., 1991. ‘Firm resources and sustained competitive advantage’,
Journal of Management, 17 (1), pp. 99-121.
Bonder, A., Bouchard, C., and Bellemare, G., 2011. ‘Competency-based
management – an integrated approach to human resource management
in the Canadian public sector’, Public Personnel Management, 40 (1), pp.
1-10.
Bratton J., and Gold J., 2012. Human resource management: theory and practice. 5th ed. New
York: Palgrave Macmillan.
Buller, P.F., and McEvoy, G.M., 2012. ‘Strategy, human resource
management and performance. Sharpening line of sight’, Human
Resource Management Review, 22 (1), pp. 43-56.
Ellinger, A., and Kim, S., 2014. ‘Coaching and human resource
development: examining relevant theories, coaching genres, and scales to
advance research and practice’, Advances in Developing Human
Resources, 16 (2), pp. 127-138.

4REFLECTION ON LEARNING
Merriam, S.B., 2001. ‘Andragogy and self-directed learning: pillars of adult
learning theory’, New Directions for Adult & Continuing Education, 89, pp.
3-13.
Ricco, R., and Guerci, M., 2014. ‘Diversity challenge: an integrated
process to bridge the “implementation gap”’, Business Horizons, 57 (2),
pp. 235-245.