Talent Management: Diversity, Inclusion, Strategy and Performance

This report examines the critical role of talent management in fostering diversity and inclusion within organizations. It highlights how companies can create supportive and collaborative environments by valuing differences in culture, race, religion, and gender. The report emphasizes the importance of strategic talent management for attracting and retaining skilled employees, leading to improved organizational performance. It discusses the use of talent management to align employees with specific job roles and minimize performance-related issues. Furthermore, the report underscores the significance of consistent and systematic staff development, contributing to increased employee engagement and satisfaction. The report references studies by Deery & Jago (2015) and Hunt, Layton & Prince (2015) to support its arguments.

Running Head: TALENT MANAGEMENT 0
HRM

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Diversity Inclusion and Talent Management Relevance
In the recent time, organisations have the diverse workforce from different culture,
race, religion, and gender. Workplace diversity is to accept, understand, and value the
difference between people. Due to this, it becomes essential for the organisation to create the
supportive, collaborative, and respectful environment so that employees increase their
contribution and participation. For example- organisation can provide the fair treatment;
ensure teamwork, collaboration, conflict resolution processes. Due to this, it is also easy for
the organisation to retain the talented employees in the organisation (Hunt, Layton & Prince,
2015).
Talent management in this aspect plays the significant role. This is the reason several
companies are increasingly making efforts to manage the employees and helping them to
develop their capabilities and skills. By having the strategic management, it is possible for the
organisations to attract the most skilled and talented employees. As a result, it helps in
improving the results and performance of the organisation. The use of appropriate talent
management makes it easier for the organisation to search the employees who will be best
fitted for the specific job. It will also lead to less grievance and issues related to performance
management (Deery & Jago, 2015). Talent management assist the companies in making
consistent as well as systematic decision regarding the development of the staff. In addition
to this, employees will also feel more engaged when organisation will provide them the better
and fair procedures in order to develop themselves.

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References
Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management, 27(3), 453-472.
Hunt, V., Layton, D., & Prince, S. (2015). Diversity matters. McKinsey & Company, 1, 15-
29.