Talent Management Strategy Essay Example | Topics and Well Written Essays - 2500 words

Talent Management Strategy - Essay ExampleAccording to the report often it is observed that unified environments are more goal specific and outcome oriented. It should however not be neglected that the path to the accomplishment of the aspired goals is the actual key to success. Treading this path with acuteness and taking care of all the factors that emerge within it gives brasss a smooth sailing to the target location.From this study it is clear thatorganizations term the recruiting and handling of givinged individuals as the most challenging task for an organisational setup. The better the employees of an organization get suited to the structural needs of the setup, the better it is for the growth of that particular corporate environment. This word sense and integration is often termed as gift management. A major contributor is obviously your employees. Aligning the organizations business strategy with its workforce is called talent management, and it involves aligning the ri ght person with the right role with the right tools.It is imperative that a specific approach should be adopted that would safeguard the needs of apt employees and would also harness their talents for the progressiveness of the organizational setup as a whole. Following discussion narrates a few strategically inevitable flavors that whitethorn be termed as components of the talent management strategy.It is essentially the first ever step in the making of any organizational set up that the organizational goals and strategy should be developed.... The progressive execution of these components assists the organization in treading towards leading endeavors. realise 1 is a graphical representation of the Talent Management Strategy. Figure 1 Integrated Approach to Talent Management Strategy. ( Accenture Seven Imperatives for Achieving Dynamic Supply Chains. Copyright 2011 ) Planning Employee Assignments Strategically It is essentially the first ever step in the making of any organizat ional set up that the organizational goals and strategy should be developed. Employees who possess just the right talent for the organizational goals and the positions where at that place integration would be suited best should be identified. The identifications of the roles and individuals may reveal the need for the induction of more talented individuals with respect to the emerging needs. And in lodge to cover any gaps that may be present in the current setup. Harnessing Talent The identification, polishing and rightful embedding of the talent existing within an organization is a very peculiar task indeed. If deficient in the required skills, talent hunt may need to be generated in order to bring in individuals that possess just the required talents. Sometimes the talent within the existing employees may be overshadowed by the tasks that they are presently assigned with. It is therefore recommended that the talent hunt should be done both within and outside the parent organizat ion. Managing Performances The key concern of revolutionizing talent management with respect to every individual organization is that the employees performances should be managed in line with the strategy of the organization itself. Employees Motivation, Career