Strategic Talent Management Implementation Report for ABC Distributors

This report provides an in-depth analysis of talent management implementation within ABC Distributors, focusing on the perspectives of directors, managers, and employees. The study highlights the importance of aligning employee needs with organizational goals, emphasizing the need fo...Read More

Running head: IMPLEMENTATION OF STRATEGIC TALENT MANAGEMENT
IMPLEMENTATION OF STRATEGIC TALENT MANAGEMENT
Name of the Student
Name of the University
Author Note

1IMPLEMENTATION OF STRATEGIC TALENT MANAGEMENT
Introduction:
Talent management refers to the initiatives of human source to organize, plan and
implementation of plans to meet the organizational goals. The talent management includes
the talent of recruiting; retaining, developing, rewarding and making people perform in the
organizational works(Al , Wayne and Jaap).
Talent management from managers/ directors point of view:
The term talent management means to utilize the human resources in a company at the
fullest. The managerial heads appoint a talent manager for scrutinising the quality in the
workers and make the best use of them. The directors term talent management as a strategy to
create a higher performing workforce (Cappelli and Keller). According to the HR,
Executives of ABC distributors the process includes acquiring, hiring, retaining the
employees. The official heads seek to select the best performing employees and utilize their
talent to make the best output for the business(Cerdin and Chris). However, the company has a
drawback in case of internalization and succession planning. The officials felt a need for the
expansion and succession of the company in the international market. Thus, they felt the need
for hiring a talent manager to implement the talents of the employees to expand the company.
The manager and executives have decided to utilize the employees talents to achieve their
targets and goals related to the organization development and welfare.
To get a better vision about the talent management in the company I would prefer to
interact personally with every employee to know them well. It is very important to know the
workers, their likings and disliking in the workplace (Davis et al.). If I do not know the
workers interest then I will not be able to relate them to the required field. I would prefer a
group discussion with the board of directors to get an idea about their expectation from me

2IMPLEMENTATION OF STRATEGIC TALENT MANAGEMENT
and the talent management strategy. I would also get an overall idea about what expectations
they are keeping from the workers. I would also like to communicate personally with the
workers to get a better idea about them and how to implement them in the workplace.
The middle management also has a similar idea about talent management to a certain
extend. During my conversation with the employees, I felt they were also dedicated and
sincere to their work life. The only difference I felt during this assessing period was that the
employees felt over stressed or pressurized at certain times. They have a similar view about
the talent management but they believed in balanced work strategy. They are unable to cope
up with the excess pressure imposed on them to meet the company goals. The basic
difference between the view of the directors and workers about talent management was that
the directors focused only on the company goals and success and the workers demanded for
stress free environment. I did a group study on 15 employees from different field including
the technical, management, human resource, accounts department and I could conclude that
the view point of the directors and the workers were all most same except for a basic
difference that the workers needed a stress free environment. This issue can be solved if the
officials conduct a meeting with the workers or a team member on behalf of the whole team.
The workers should be aware of the company target for achieving a field in international
market. The workers should be provided extra bonus and incentives for extra work and good
performance(Gelens et al.). This will motivate the workers and increase their interest in work
life. The managers should also speak with them in case they are overstressed with work and
need some break.
The main reason for staff leaving the company is lack of communication among the
officials and the workers. The company has succeeded in their working field and has desires
for further expansion. However, the company must focus on the employment issues faced by
the company. The rotational staffing has a negative impact about the company image in the

3IMPLEMENTATION OF STRATEGIC TALENT MANAGEMENT
market and thus the company should make sure that they have clarity in this issue with the
staffs(Swailes). A regular chance in employee is the cause for too much pressure on the
employee with a lack in co-ordination and management. The leadership skills are missing and
the motivation strategies are absent. The company should listen to grievance and issues of the
employees and motivate them to work for the company. The employees should be well aware
about the necessity of the development and extension of the company. The employees can be
motivated by giving extra pay and incentives for their hard work and dedication.
This high rotational level will affect my implementation of talent management as
it takes time for every individual to adopt the organizational culture and make the best use of
their talents. Being a talent management manager I would also take time to understand the
workers and bring the best potential qualities out of them. A regular rotation in the company
will disturb the process and every time I have make a new start of analyzing the employee
and bringing the best out of him/her. I would prefer to sit and discuss the issues faced by the
workers in the company and try to resolve them so that they do not leave the company. The
workers needs must be fulfilled or resolved by the company for a better outcome in their
work. I would prefer to support the workers and motivate them to work hard and give their
best to the company assuring them that the company will solve their issues.
The issues faced by the employees can be resolved by following few steps in the
company. Being the HR specialist in talent management I would recommend the following
tools to be used:
 Transparency between the employees and the officials- it is important for the officials
to know about the issues faced by the employees in the work area. The official must
have a solution to the issues as the workers are the initial capital to the organization

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thus it is very important for them to keep a healthy staff management strategy and
skills.
 Targeted training and development- a targeted training and development will help the
workers to understand the importance and responsibility of their job role. The talent in
the workers is automatically driven out if they have a clear idea about their job role.
At times the employee might be capable enough to perform the work but needs a
proper training to implement it. the training helps them to give their best output.
 Information sharing- the employees should be well-informed about the changes that
are taking place in the company. It should be well informed and discussed with the
employees whether they are facing any issue or not. If the workers are having any
issue regarding the new strategies and laws the company must consider that. A
discomfort in the workplace might prevent the employee from giving their best to the
company.
The use of technology is major tool in present world. The company must adopt the
innovative and latest technology to implement the technical advantage in the work process.
The company must use the technology to compete with the present company. The company is
planning for further extension and succession, which requires an urgent implementation of
technology and system usage (Thunnissen,Paul and Ben). There are workers who have skilled
knowledge of technology and will be beneficial to the company. I would recommend the
executive director to use the technology in the company for its own advancement and
betterment. The executives should hire workers or use the workers who have skilled
knowledge about technology advancement. This will be beneficial to the company and the
workers to express their talent and knowledge for the company betterment.

5IMPLEMENTATION OF STRATEGIC TALENT MANAGEMENT
Conclusion:
After completing the study on the company management strategy and realizing the
drawbacks of the company I would reach the executives with a clear report that will
consist the feedback from the workers who are willing to work but are unable to do so as they
have no response to their grievance from the companies side. The list that consists the regular
shift of employees from the company will be a strong proof for my proposal. The executives
will be given a sketch of how I will implement the strategies to keep a clear relation with the
employees and prevent their terminations. This would result to the worker motivation and
dedication towards the company thus helping the company to extend further in the
international market.
The essential steps for successful talent management are:
 Clarify the issues related to the staff- The staff management plays a vital role to
motivate the workers to uplift their talent in the work life.
 Educating the employees-, the employees must be well educated and made aware
about the company target.
 Working motivations- the workers must be motivated towards their job
responsibility and job role. If the workers are not motivated then it is impossible
to manage the talent in them

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References:
Aksakal, Erdem, et al. "Personel selection based on talent management." Procedia-Social and
Behavioral Sciences 73 (2013): 68-72.
Al Ariss, Akram, Wayne F. Cascio, and Jaap Paauwe. "Talent management: Current theories
and future research directions." Journal of World Business 49.2 (2014): 173-179.
Cappelli, Peter, and J. R. Keller. "Talent management: Conceptual approaches and practical
challenges." Annu. Rev. Organ. Psychol. Organ. Behav. 1.1 (2014): 305-331.
Cerdin, Jean-Luc, and Chris Brewster. "Talent management and expatriation: Bridging two streams of research
and practice." Journal of World Business 49.2 (2014): 245-252.
Davis, Tony, et al. Talent assessment: A new strategy for talent management. Routledge,
2016.
Gelens, Jolyn, et al. "The role of perceived organizational justice in shaping the outcomes of
talent management: A research agenda." Human Resource Management Review23.4 (2013):
341-353.
Swailes, Stephen. "The ethics of talent management." Business Ethics: A European
Review 22.1 (2013): 32-46.
Thunnissen, Marian, Paul Boselie, and Ben Fruytier. "Talent management and the relevance
of context: Towards a pluralistic approach." Human Resource Management Review23.4
(2013): 326-336.

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