Essay on Talent Management

Many different things are going to be considered efficient in terms of managing the talent in an organization as many of the different people work in an organization and as a matter of fact, they are going to0 be evaluated based on their skills and talents they have. If these are not going to be managed and evaluated at a certain level or efficiently then they will lose their importance and this will make them useless to utilize their talent properly. Several things are going to get in this way as a matter of fact if talent can be utilized at the right place where it is needed then it will not be able to get you the way of success you want to have in future in your organization and for your career as well (Farley, 2015).

For a successful and innovative ideal atmosphere of working in an organization talented management is the most important thing to consider and in terms of making this thing implemented properly, HRM is responsible actually. Because HRM hires the employees so in the hiring they must know this that which employee have which kind of talent so that they can evaluate it properly and in the start they can shift it to the required place so that the things get smoother from the start. This not only saves the time of the workers on the specific project but also helps to utilize the best of talent to make the growth of organization higher.  The development of growth needs to be successful and it ultimately depends on the organization to have the best output in terms of allowing the things to be more creative and hence it is the best way to manage this talent management opportunity (Chui, 2010).

Several things are going to get ideal in this workings from HRM that if they are hiring an employee they must give them a task that how capable he/she is. If they get upon your level or criteria you have chosen for the organization, then it became the best thing for them and the organization as well. HRM should produce specific strategies to get an idea about how to evaluate the hidden talents of the employees so that they all can do well and hence they can be able to manage the whole system efficiently and appropriately for sure. This makes them confident enough to handle all the tasks carefully and to get that things smoother they need to be more appropriate and more demanding as this will not only allows you to get an ideal working place but a successful and efficient place to show your talents with a great outcome for sure (Farndale, 2010).

Talent management approaches or method are easy and as well as efficient for the organizations to evaluate the hidden talents of their employee. They look at first towards the culture of the employees that in which type of culture or atmosphere that employee can work easily as many of the time employees have a different background so they must have needed that background or atmosphere to work more conveniently marinating their comfort level for sure.  Coaching to the employees in their working fields help them to learn more things as organizations will be able to manage that coaching’s more appropriately and hence coaches after coaching will be responsible for the outcomes so they must manage the things very properly and they must be sure enough that they are going accurately and they are going to the right direction for sure (Brink, 2013).

Training and development is that kind of thing for the talent hunters and talent seekers that with proper training and development they cannot evaluate that how much extra efficiency they have in their inside and how much more they can be able to work under the provided resources which can polish them more appropriately and more developed for sure. Several things are considered in training and development as if it helps the organization to take care of the aspects and to evaluate the employees more deeply by allowing them for their testing’s in this training and development session so that they can know themselves better. Rewards and appreciation is the best way to enhance the working abilities and to strength up the confidence of employees that they are doing good and they can also improve themselves more by working harder on the aims and objective organizations has set for them. This makes an organizations talent hunting method successful and developed for sure (Pilbeam, 2010).

There are some challenges and problems might come while implementing the talent development in your organization and the best thing is that which is also the main and most important thing is that how you manage all the stuff. As there are different employees work in an organization so every employee has a different mindset and every employee have a different background. Along with every employee have a different level of understanding which is the main thing to consider at priority. Different mindsets act differently, works differently and thinks differently but as you are an organization so you cannot afford this different working criterion, therefore, you have to take care of this that all work under one roof and all work on one way that is beneficial for your organization (Höglund, 2012).

Several things are going to be managed by the managers considering talent management deals as they are going to work only on the preference of the organization. If people do not cooperate with you in terms of working on your ways then you must have solutions or alternatives which will make them consistent and reliable with you and they can happily get ready to work with you on your demands. This is the main thing which you must consider while making the talent management procedure this makes the atmosphere better and positive and also makes you find more talent and ways to how to utilize them more effectively and more properly as well. Several things are managed and maintained in consulting this management while making sure that this works successfully and this will give a successful outcome and make the organization beneficial for sure (Jean-LucCerdin, 2014).

The understanding mental level is the real challenge for an organization that how to tackle this situation. Some people working in your organization may have a lot of talent hidden inside them but they became hesitate to show that so this is the real challenge for you and the real task of yours to evaluate that person and to make them confident enough so that they can utilize their talent efficiently and can be able to manage the things more appropriately. The more people became confident to work in such an atmosphere the better options they will get out to tackle the circumstances more beneficially (Jean-LucCerdin, 2014). This is a significant and most fundamental activity in an association as this will assist the association with becoming increasingly fruitful and to use the general ability proficiently and profitably to do their operations all the more suitably and all the more advantageously without a doubt. Various things will impede this indeed if the ability can be used at the ideal spot where it is required then it won't have the option to get you the method for the progress you need to have in future in your association and for your vocation too. This not just spares the hour of the labourers on the particular venture yet also assists with using the best of ability to make the development of association higher. HRM should create explicit methodologies to get thought regarding how to assess the shrouded abilities of the representatives with the goal that they all can progress admirably and subsequently they can have the option to deal with the entire framework effectively and properly without a doubt. Training to the representatives in their working fields help them to learn more things as associations will have the option to deal with that instructing's all the more suitably and henceforth mentors in the wake of instructing will be liable for the results.

References of Talent Management

Brink, M. v. (2013). Talent management in academia: performance systems and HRM policies. 23(2), 180-195.

Chui, X. (2010). Talent Management and HRM in Multinational companies in Beijing: Definitions, differences and drivers. 45(2), 179-189.

Fapohunda, T. (2018). Increasing Organization Effectiveness Through Better Talent Management. 1(4), 1-13.

Farley, C. (2015). HR’s Role in Talent Management and Driving Business Results. 55-61.

Farndale, E. (2010). The role of the corporate HR function in global talent management. 45(2), 161-168.

Höglund, M. (2012). Quid pro quo? Examining talent management through the lens of psychological contracts. 12(2), 126-142.

Jean-LucCerdin. (2014). Talent management and expatriation: Bridging two streams of research and practice. 49(2), 245-252.

Pilbeam, S. (2010). People resourcing and talent planning: HRM in practice. 614-624.