Assignment 3 Talent Management Strategy
Assignment 3
Talent Management Strategy
HRM532
Developing a strategic plan for an organization despite its size requires the establishment of a standard. This standard should incorporate each potential employee’s skills, traits, and personality to ensure that it is a right fit for the employee, the company, and the future of the company. The company talent goals need to include a consistent set of tools, resources, and processes to manage their talent capabilities to develop expertise, diversification, innovation, experience, and technologically capable individuals to meet their demands. Their developmental concepts and performance requirements should be profound and permanent, focus on organizational capabilities and processes that are cross directional and interchangeable for easy and implementation at any of their locations.
Formulate a talent management strategy to encompass the entire talent requirements of the organization.
The talent management strategy to encompass the entire talent requirements of the organization are recruitment, retention, leadership, performance, feedback, planning, and culture. In every successful business, they want to make sure that they have the right people to do the job. When looking for potential candidates, the organization must first post ads in newspapers and websites so that people know that there are jobs available at the company. Once human resource managers select the candidates they then begin planning for the interview process done by the manger of the company. This planning however, does take place after screening the applicants to ensure their suitability for the positions at hand. Once they pass all screen test from the interview process, HR and hiring manger then select who they want to be a part of the company. When hiring new employee its can be very expensive so you want to make sure you have employees in the company that want to stay for long-term and is will to work hard to get there. Once
Talent Management Strategy
HRM532
Developing a strategic plan for an organization despite its size requires the establishment of a standard. This standard should incorporate each potential employee’s skills, traits, and personality to ensure that it is a right fit for the employee, the company, and the future of the company. The company talent goals need to include a consistent set of tools, resources, and processes to manage their talent capabilities to develop expertise, diversification, innovation, experience, and technologically capable individuals to meet their demands. Their developmental concepts and performance requirements should be profound and permanent, focus on organizational capabilities and processes that are cross directional and interchangeable for easy and implementation at any of their locations.
Formulate a talent management strategy to encompass the entire talent requirements of the organization.
The talent management strategy to encompass the entire talent requirements of the organization are recruitment, retention, leadership, performance, feedback, planning, and culture. In every successful business, they want to make sure that they have the right people to do the job. When looking for potential candidates, the organization must first post ads in newspapers and websites so that people know that there are jobs available at the company. Once human resource managers select the candidates they then begin planning for the interview process done by the manger of the company. This planning however, does take place after screening the applicants to ensure their suitability for the positions at hand. Once they pass all screen test from the interview process, HR and hiring manger then select who they want to be a part of the company. When hiring new employee its can be very expensive so you want to make sure you have employees in the company that want to stay for long-term and is will to work hard to get there. Once
References: Drotter, S. (2010, August). Leadership pipeline. Leadership Excellence. 27(8). 11- 12. Retrieved November 12, 2014, from Business Source Complete. Galagan, P. (2008, May). Talent management: What is it, who owns it, and why should you care? T + D. 62(5), P 40-44. Retrieved November 15, 2014 from, Academic Source Complete. Goldsmith, M., & Carter L. (2010). Best practices in talent management: How the world’s leading corporations manage, develop, and retain top talent. San Francisco: Pfeiffer. McCauley, C. & Wakefield, M. (2006). Talent management in the 21st century. Help your company find, develop and keep its strongest workers. Journal for Quality & Participation. 29 (4), P 4-7. Retrieved November 15, 2014 from, Academic Source Complete. Silver, R., & Dowell, B. (2010). Strategy-drive talent management: A leadership imperative. San Francisco: Jossey-Bass.