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Talent development

Talent development

�Write an open letter of approximately 550 words to a leader or manager of your organization making
suggestions on how your organization can take advantage of talent development. Use your knowledge
and understanding of the concepts you have explored during the course of this module in your letter.

�In formulating your PDP Assignment, consider the following questions:

oHow has your approach to and the concept of your talent development style evolved as a result of your
study in this module?

oWhat specific tools, principles and talent development theories have influenced and/or shaped your
Personal Development Portfolio?

oWhat tools, principles and theories will you implement in your current professional position?

Talent development

Talent development style
In the modern-day business environment, there has been a dramatic change in human
resources roles within corporate structures. This is because the business environment has become
very uncertain and highly competitive, and this is compounded by the diverse information
technologies’ development, changing workforce’s structure, and the knowledge society’s
requirements. There is a focus on strategic human resource where HRs are engaged in the
general business strategy. Collings (2014) noted that organizational development through
implementing total compensation systems, leading corporate communications, and training is
part of this. A reconsideration of strategic goals at the organization should not exclude talent
management, which introduces novel strategic goals through which leadership succession and

hiring processes can be streamlined using staff lifecyle model. The model can greatly help in
guiding the workers through all the phases of their career from recruitment based on
competency, career development, and transition or termination. During every stage, the HR
should strive to manage as well as measure the performance of the employees using support,
feedback, and training.
In the present economy, the talent management component is very fundamental for
business success since it enables companies to increase productivity, retain top talent (high-
potential and high-performing employees), drive revenue, and improve employee engagement.
Therefore, using talent management can help in sustaining or building a talented workforce (Al
Ariss, 2014). The HR would be better placed to retain deploy, develop, and recruit the right
Most influential principles, tools, and theories
A strong culture of talent management makes it easy for a company to rate itself as a
workplace (Al Ariss, 2014). In connection to this, if the workers in an organization have a
positive image about the practice of talent management, they will be confident about their
workplace’s future. As a result, the workforce would be more engaged, determined, and
committed to outperform the competitors and promote the company’s leadership position at
different levels.
For the company to remain ahead of the competitors, every action should be aligned to
the strategy. Therefore, the talent being selected should align to the strategy. Moreover, strategic
flexibility should not be ignored. According to Collings (2014), the company should remain
aggressive at revamping the talent approach if necessary and making adjustments based on the

changing business conditions. Additionally, there should be internal consistency where the talent
management practices should fit with all others, rather than be isolated.
It is important to integrate the business principles and core values into the processes of
talent management including performance management systems, hiring methods, benefits and
compensation programs, and leadership development activities. The behavioral standards and
core values at the organization can also be promoted through training and secondary
socialization (Al Ariss, 2014). Talent management processes should have broad ownership
where leaders at all levels should be involved in succession planning, recruitment, retention of
the principal employees, and leadership development (Trost, 2014). Involving line managers can
help in developing leaders since they would be involved in recruiting talent and developing the
employees’ knowledge and skills.
Furthermore, the managers should have a deep concern about responding to the local
demands and at the same time, having a coherent management approach and HR strategy. This is
one of the ways through which the company and employees can be branded through
differentiation. Trost (2014) emphasizes that differentiation helps in attracting workers who have
the proper attitudes and skills. Again, emphasizing on CSR activities can help a company get
ahead of the competitors.

Reference List

Al Ariss, A. (2014). Global Talent Management Challenges, Strategies, and Opportunities.
Springer EBooks. Cham, Springer International Publishing.
Collings, D. (2014). Integrating Global Mobility and Global Talent Management: Exploring the
Challenges and Strategic Opportunities. Journal of World Business, vol. 49 iss. 2, Pp.
Trost, A. (2014). Talent Relationship Management Competitive Recruiting Strategies in Times of
Talent Shortage. Springer EBooks.

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