The Need for Leadership Talent Management

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Introduction

“It’s time for a fundamentally new approach to talent management that takes into account the great uncertainty businesses face today” (Cappelli, 2008). As the economy continues to grow throughout the world, organizations are struggling to build bench strength. Many members of the workforce have not kept up with the new skills the business world now demands, meaning there is disparity in what organizations need and what is actually available. In today’s ever-changing, evolving world where globalization and technology are drastically altering the way business is done, it is essential to carefully select talent, align the talent with organizational goals, engage the talent, retain the talent, all while behaving ethically.

Talent Selection and Talent Alignment

The selection of the right people is essential to growing and maintaining a successful organization. The goal of talent selection and alignment is identifying people who have the precise knowledge, skills, abilities, and motivation necessary to perform jobs successfully and putting them in positions that will allow them to utilize their abilities and even further enhance them. Some things to consider when selecting potential leaders include the following: education, previous employment, years of experience in career field, previous leadership or supervisory experience, specific training and skills, willingness to relocate and travel, personal and professional values, adaptability, and commitment. It is important to strategically align talent to the current and future needs of the organization. Bringing the right people in for the right jobs will allow an organization to improve its overall performance and achieve its goals more successfully. With the best talen...

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...adership bench strength” (Thompsen, 2009). There should always be a talented leader readily available to rise to the occasion and perform the duties the organization needs him or her to.

References

Cappelli, P. (March 2008). Talent Management for the Twenty-First Century. Harvard Business Review. Retrieved April 13, 2014, from http://www.mercurymagazines.com/pdf/75_talent_management_the_new_business_imperative.pdf

Kruse, K. (2012). What Is Employee Engagement. Forbes. Retrieved April 13, 2014, from http://www.forbes.com/sites/kevinkruse/2012/06/22/employee-engagement-what-and-why/

O’Toole, James and Bennis, Warren. (June 2009). What’s Needed Next: A Culture of Candor. Harvard Business Review, 1-8.

Thompsen, J. (2009). Building Leadership Bench Strength: Current Trends in Succession Planning and Management. AchieveGlobal. Tampa, FL: World Headquarters.

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