Reflective Report on Strategic Talent Management

This document is a reflective report detailing the author's learning and experiences related to strategic talent management. The report discusses the importance of talent management for organizational success, the application of theories like Theory X and Theory Y, and the challenges organizations face in this area. The author reflects on how working on the report enhanced their understanding of talent management practices, their impact on competitive advantage, and the importance of employee engagement. The report also touches upon succession planning and the need for integration within organizations. The author concludes that this exercise has improved their skills and provided valuable insights into professional development.

reflective report

Table of Contents
Executive Summary.........................................................................................................................1
Discussion........................................................................................................................................1
Conclusion.......................................................................................................................................4
References........................................................................................................................................5
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Executive Summary
I conducted a large number of activities to share my personal experience and what I have
perceived from that experience. This paper represents the reflection account which is given on
the basis of feedback from the personal experience. My learning is shared with the audience to
improve their knowledge regarding strategic human resource management and talent
management. On the other hand, it can be said that strategic talent management is an important
and significant processes that contain the systematic identification of key positions which
differentially contribute to the sustainable competitive advantage of organizations, development
of human resource architecture to facilitate filling positions, and development of a talent pool
with high skilled individual incumbents to fill these roles. On the other hand, the report is
analyzed for the presence of different theories such as Theory Y and Theory X. With the help of
reflective report, one can easily measure the feedback and my contribution towards the planning
and preparation of the assessment.
Discussion
After working on this report, I got enough knowledge regarding the several aspects of the
strategic talent management and how it influences the performance and competitive advantage of
an organization. Generally, it can be said that the organization should take lots of effort toward
management of talent. This not only improves it in future moves but also helps the organization
to prosper in the uncertain environment (Beamond, 2016). Furthermore, I also learnt that how
different theories and concepts of talent management can apply to resolve the talent management
problem. These concepts and theories give me knowledge about how one organization can
effectively improve the skills and knowledge of its employees by adopting talent management
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practices. Furthermore, I also learnt that adoption of talent management practices is the core
function without which success of an organization cannot measure. In my report, I have given an
example of a pharmaceutical organization whose suffering with a poor competitive advantage
due to lack of talent management practices. In such condition, I learnt how an organization could
utilize talent management practices to resolve its business problem. On the other hand, I also
learnt that talent management could significant help the pharmaceutical organization in gaining
competitive advantage in its potential market.
While working on the report, I also learnt about the importance of strategic management at the
global trend. On the basis of outcomes mentioned in the report I personally experienced its great
importance in gaining competitive advantage and attracted talented employees. On the other
hand, I can also say that it not only important for attracting talented employees but also helpful in
creating a sustainable and healthy environment where they can enjoy and feel happy. This will
successfully give them a feeling of family environment and encourage them to spend their most
of the time with the organization (Cappelli, 2014). On the basis of my personal experience and
learning, I can suggest that the organizations should focus more on adoption of talent
management practices. By doing this, they can successfully maintain a healthy relation with their
employees. Furthermore, it can suggest that the organization should focus more on theory Y, it is
because it helps them in building such people who love work and utilize their overall potential to
give their best. Apart of this, I also learnt that I need to conduct an in-depth analysis of talent
management practices follow by different organizations. This not only gives me knowledge of
their efforts but also gives information regarding their talent management practices utilizes to
facilities employees.
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Moreover, working on the report also gives me significant understanding about the different
theories and practices of talent management utilize by different organizations with the motive of
make improvement in their work performance. These theories and practices taught me the
importance of principals and schedules in running business smoothly. On the other hand, I also
learnt the importance of talent management practices in performing day to day activities (Cascio,
2016). Strategic talent management practices have potential to change the market position and
performance of an organization. Furthermore, it can be said that a large number of organizations
can improve employee performance by focusing on talent management practices. Working on
this report give me a feeling of professional and I enjoyed lots. This not only helps me in
enhancing my knowledge but also helps me in improving my work performance.
In addition, I also learnt about the strategic challenges faced by organizations while working on
talent management approach. This taught me the importance of succession planning. Succession
and future planning are helpful enough in avoiding uncertain challenges. On the other hand, I got
enough knowledge about the initiatives which an organization needs to take for avoiding such
talent management challenges. These not only reduce the performance of organizations but also
reduce the market image (Minbaeva, 2013). Apart of this, working on the report gives me a
chance to improve my skills and gain personal experience. I learnt the importance of employees
in the success of an organization.
Furthermore, I gain significant knowledge about the importance of building integration which
can successfully do through following a roadmap approach. Integration is such factor which can
reduce the future uncertainties and problems (Vaiman, 2012). By following the roadmap
approach of building integration, the organizations can significantly improve cohesion level with
their employees.
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Conclusion
Therefore, working on the report helped me enough in improving my personality and skills in a
great manner. Furthermore, I have learnt a lot from this report which further helpful in enhancing
my personal life experiences, and I have understood that what measures I have to take in order to
overcome strategic talent management challenges and succeed in life. Moreover, this gives me
feeling of professionalism which I can use in improving my behavior and working skills.
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References
Beamond, M.T., Farndale, E. and Härtel, C.E., 2016. MNE translation of corporate talent
management strategies to subsidiaries in emerging economies. Journal of World Business, 51(4),
pp.499-510.
Cappelli, P. and Keller, J.R., 2014. Talent management: Conceptual approaches and practical
challenges. Annu. Rev. Organ. Psychol. Organ. Behav., 1(1), pp.305-331.
Cascio, W.F. and Boudreau, J.W., 2016. The search for global competence: From international
HR to talent management. Journal of World Business, 51(1), pp.103-114.
Minbaeva, D. and Collings, D.G., 2013. Seven myths of global talent management. The
International Journal of Human Resource Management, 24(9), pp.1762-1776.
Vaiman, V., Scullion, H. and Collings, D., 2012. Talent management decision
making. Management Decision, 50(5), pp.925-941.
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