Case Study: Strategic Talent Management in ABC Distribution Company

This case study analyzes the implementation of strategic talent management within ABC Distribution, a rapidly growing company facing challenges in succession planning and internationalization. It addresses the meaning of talent for the company's executive managers, explores reasons for high staff turnover including poor management relationships, lack of skill utilization opportunities, and limited growth prospects. The study further examines the effects of staff rotation on talent management processes and proposes strategies for retaining existing talent, such as improving employee communication, offering competitive compensation, and fostering a supportive work environment. Finally, it suggests tools for attracting the right talent candidates, including leveraging recruitment agencies and online platforms like Glassdoor and LinkedIn Recruiter. The document is available on Desklib, a platform providing study tools for students.

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Student’s name
Professor’s name
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TALENT MANAGEMENT
Introduction
In a business setting, talent is explained as a unique ability of a person that enables
them to perform their duties well. In a business organisations, talent management is used to
explain integrated human resource with an agenda of attracting only the best people in the
organisation (Silzer and Dowell). In any business organisation, talent management ensures
that the company attracts, motivates and only retains the talented employees who have the
abilities and aptitude that is required to drive the organisation forward towards its current and
future set organizational needs
Meaning of talent for the management/Directors of ABC distribution
Talent management can be defined as the ability of the management to have the right
number of workers at the right time and the right place (Truss, Mankin and Kelliher 13). For
talent management to be effective in an organization, the employees in the organization must
possess the right skills and level of motivation so as to perform all the activities of the
organization effectively and show positive development towards achieving the set gaols of
the company. For the management of ABC distribution, Talent in the company means that the
company management will seek and acquire employees who possess the right skills in
accordance to the strategy of the company and is motivated to see the company grow. The

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talent of the company employees should be specific to the industry in which the company
operates. Talented employees for ABC in specific should be those employees who have the
potential to make a difference in the running and operation of the company and help it see its
full growth according to the company strategy. An employee in the company can be said to
have talent if they are considered to have skills and knowhow and they are prepared to hold
executive positions in the running of the company (Silzer and Dowell).
Main reasons for staff leaving ABC Company
There are so many reasons why employees quit their jobs. Some of these reasons are
personal and cannot be blamed to the management of a business. Some of personal reasons
why employees in different companies quit their jobs are, to follow their partners or spouses
across the country, change their careers, need to acquire higher education and stay at home
with their children. To some extend those needs are hard to be addressed by the management
and the only thing that the management can do is to seek an equal talent that can replace the
lost talent (Branham 47).
In ABC Company, the main reasons why most employees have to leave their jobs are
reasons that are based on factors that are under direct control of the management. Some of
these reasons are:
Poor relationship between employees and management
Employees in a company don’t need to be good friend with their employees but they
need to be assured of a good working relationship with their boss (Ballard). The employer is
an integral part of the employee’s lives while at work and thus poor relationship would make
their working life very uncomfortable ignite their exit from the company.

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Lack of opportunity to use their abilities and skills
When employees are given an opportunity to use their abilities and skills at the
workplace, they tend to have a sense of self-confidence, pride and accomplishment in what
they do (Seddon, Henriksson and Niemeyer). ABC Distribution Company does not give its
employee a chance to make use of their skills and abilities and thus many leave and go seek
other employments where they feel to have an opportunity to do what they are good at.
Lack of independence at the work place
Many organizations talk about independence of their employees at the work place but
the fact of the matter is, independence of employees is not something that a company can
give or do to employees (Gramberg 19). Independence is a characteristic and a trait that the
employees needs to embrace and pursue on their own. The role of the management is to
provide an environment that enables employees to embrace this independence. The
management of ABC place have failed to provide such an environment thus making many
employees leave their jobs at the company.
Lack of potential advancement and growth opportunities
Lack of opportunity to develop and grow was quoted as the main reason of employees
leaving the company. Many employees have desire to develop and grow their skills when
joining any organization and thus lack of opportunity is a good reason for them to quit and go
seek some better employment that provide an opportunity for their growth (United States.
Congress. House. Committee on Government Reform and Oversight. Subcommittee on Civil
Service).

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Lack of knowledge about the company’s financial stability
Employees who are worried about the company’s financial stability tend to leave.
Some of employees who have left at ABC stated the main reason as lack of information on
the company in matters related to company sales, salary freezes, competitors, mergers and
bad press.
Effects of high staff rotation within the company on implementation of a Talent
management process
Staff rotation is a technique in which employees in a company are moved between
jobs with an objective of exposing them different experiences and skills to enhance their
cross-train and job satisfaction (Briscoe, Schuler and Claus). In any company the goal
of talent management is to get to talents at specific areas in order to ensure that each and
every employees does what they enjoy most. Staff rotation have a greater impact in
talent management processes employees feel that they are not given a chance to do what
they like and thus provide an avenue for employees to exist from the company (Briscoe,
Schuler and Claus).
Ways of retaining existing talent within ABC Company
The management of ABC Distribution Company can retain its best talents by ensuring
that it stays in touch with their employees. This is by constantly enquiring whether their
employees are happy with the kind of job they are allocated, Are their career development
goals met?, enquiring whether employees get the recognition they desire from the
management, enquiring about employees challenges in their line of duty, rewarding hard
working employees and providing employees with any relevant information as they may
request (Collings, Mellahi and Cascio 23).

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The management should come up with policies that support employees stay for
meaningful work, benefits and market compensation. Employees need to have an effect what
they do and workplace. They policies should be developed such that they always make the
employees feel that they want to stay in the company.
If the management stays in touch with their employees, the issue of employees exiting
the company could come to an end and thus help in retaining best talents that could see the
growth of the Company.
Tools of attracting the right talent candidates in ABC Company
Some of the best tools that ABC Distribution Company could use to attract the
right talents in the company are, providing competitive salaries to their employees and
providing a conducive working environment that every employee would admire to work
in and thus come seek employment. The company could also make use of recruitment
agencies and firms and seek information of top talents in the market through marketing
media such as Glassdoor and LinkedIn Recruiter (Adler). Technological resources such
as Glassdoor, Stack Overflow and LinkedIn Recruiter play a greater role in enabling
management acquire great talents for hire.

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Works Cited
Adler, Lou. Hire With Your Head : Using POWER Hiring to Build Great
Companies. New York : John Wiley & Sons, 2002.
Ballard, John. Decoding the Workplace 50 Keys to Understanding People in
Organizations. Santa Barbara : ABC-CLIO, 2015.
Branham, Leigh. The 7 hidden reasons employees leave : how to recognize the
subtle signs and act before it's too late. New York : AMACOM ; London : McGraw-
Hill [distributor], 2012.
Briscoe, Dennis R, Randall S Schuler and Lisbeth M Claus. International
human resource management : policies and practices for multinational enterprises.
London ; New York : Routledge, 2009.
Collings, David G, Kamel Mellahi and Wayne F Cascio. The Oxford
handbook of talent management by David G Collings ng. Oxford, United Kingdom :
Oxford University Press: Oxford University Press, 2017.
Gramberg, Bernadine Van. Managing workplace conflict : alternative
dispute... by Bernadine Van Gramberg . Annandale, N.S.W.: Federation Press, 2006.
Seddon, Terri, Lea Henriksson and Beatrix Niemeyer. Learning and work and
the politics of working... by Terri Seddon . London ; New York: Routledge, , 2010.
Silzer, Robert Frank and Ben E Dowell. Strategy-driven talent management :
a leadership imperative. San Francisco: Jossey-Bass, 2010.
Truss, Catherine, David Mankin and Clare Kelliher. Strategic human resource
management. Oxford ; New York : Oxford University Press, 2012.

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United States. Congress. House. Committee on Government Reform and
Oversight. Subcommittee on Civil Service. Employment discrimination in the federal
workplace,... by United States. Congress. House. Committee on Government Reform
and Oversight. Subcommittee on Civil Service, . Washington : : U.S. Government
Printing Office, Washington, DC : For sale by the U.S. Government Printing Office,
Superintendent of Documents, Congressional Sales Office , 1998.