Week 6 Assignment 3 Submission If You Are Using The B 653943

Week 6 Assignment 3 Submissionif You Are Using The Blackboard Mobile L

Formulate a talent management strategy to encompass the entire talent requirements of a specified organization. Determine the key components of talent management, including identifying, assessing, and developing talent. Examine how the talent management process provides a strategic advantage for the organization. Assess how the talent management strategy should evolve in anticipation of doubling the organization’s size in five to six years. Use at least five credible academic resources. The paper should be six to eight pages long, formatted with double spacing, Times New Roman font size 12, and one-inch margins. Include a cover page with the title, student’s name, professor’s name, course, and date. The reference page is not included in the page count. Follow APA formatting for citations and references.

Paper For Above instruction

Introduction

In today's competitive business environment, organizations must develop effective talent management strategies to ensure sustainable success and competitive advantage. Talent management encompasses attracting, developing, and retaining employees who contribute to organizational goals. This paper proposes a comprehensive talent management strategy for a hypothetical organization, analyzing its components, strategic importance, and adaptability for future growth.

Organizational Context

The organization envisioned is a mid-sized, profit-driven company with 200 employees, including 20 identified leaders. The company operates in a dynamic industry requiring continuous innovation and agility, emphasizing the need for a robust talent management approach. As the organization plans to double its size within 5-6 years, the talent strategy must be scalable and adaptable.

Talent Management Strategy

The talent management strategy for the organization involves integrated processes aimed at attracting, assessing, developing, and retaining talent. Critical components include strategic workforce planning, talent identification, assessment, leadership development, and succession planning. A key focus is on aligning talent initiatives with organizational objectives, fostering a culture of continuous learning, and leveraging technology to enhance talent processes.

Identifying Talent

Identifying high-potential employees begins with establishing clear criteria aligned with organizational goals. Utilizing data-driven tools such as psychometric assessments, performance reviews, and 360-degree feedback enables a comprehensive view of employee capabilities and potential. High-potential employees are targeted for accelerated development programs and leadership pipelines.

Assessing Talent

Assessment involves regular performance evaluations, talent reviews, and competency analyses to gauge skill levels and developmental needs. Incorporating behavioral assessments and simulation exercises provides insights into leadership potential and fit within the organizational culture. This systematic approach ensures a fair and objective evaluation process.

Developing Talent

Development initiatives include targeted training programs, mentorship, coaching, and stretch assignments that prepare employees for leadership roles. Creating individual development plans (IDPs) aligned with career aspirations and organizational needs ensures a personalized approach. Emphasizing experiential learning fosters real-world skills development.

Strategic Advantage of Talent Management

An effective talent management process directly contributes to organizational competitiveness by ensuring the right talent is in the right place at the right time. It enhances innovation, improves employee engagement, and reduces turnover. Developing internal leadership pipelines mitigates risks associated with external hiring and promotes organizational continuity.

Adapting for Organizational Growth

As the organization anticipates doubling in size within 5-6 years, its talent strategy must scale accordingly. This involves expanding recruitment channels, integrating advanced technology for talent analytics, and establishing scalable leadership development programs. Building a flexible workforce plan and fostering a strong employer brand will attract high-caliber talent at increased volumes.

Conclusion

Strategic talent management is vital for organizational success and growth. By focusing on identification, assessment, and development, organizations can build sustainable competitive advantages. Proactively adjusting talent strategies in anticipation of growth ensures resilience, agility, and long-term viability.

References

  • Armstrong, M. (2020). Armstrong's Handbook of Strategic Human Resource Management. Kogan Page.
  • Collings, D. G., & Mellahi, K. (2009). Talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313.
  • Cascio, W. F., & Boudreau, J. W. (2016). The Search for Global Competencies: Are We There Yet? Journal of World Business, 51(1), 103-114.
  • Gallardo-Gallardo, E., Dries, N., & González Sánchez, R. (2015). Strategic talent management: A review and research agenda. Human Resource Management Review, 25(3), 216-226.
  • Lepak, D. P., & Snell, S. A. (2011). Managing Human Capital. Sage Publications.
  • Sambrook, S., & Burch, J. (2020). Talent Management: A Strategy for Developing Human Capital. Routledge.
  • Schuler, R. S., Jackson, S. E., & Tarique, I. (2011). Global talent management and global talent challenges: Strategic opportunities for IHRM. Journal of World Business, 46(4), 506-516.
  • Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K., & Younger, J. (2012). HR Competencies: Mastery at the Intersection of People and Business. Society for Human Resource Management.
  • Wilkins, S., & Baird, M. (2020). Toward a Strategic Framework for Talent Management. Journal of Business Strategy, 41(2), 15–24.
  • Yukl, G. (2013). Leadership in Organizations. Pearson Education.

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