Internal Talent Talent management is often focused on building management and executive positions Custom Essay

    Internal Talent Talent management is often focused on building management and executive positions. Talent management should, however, build employees’ skills and knowledge at all levels. Building talent at all levels can contribute significantly to an organization’s success. Organizations are then able to place the right people in the right jobs in order to have the greatest impact on the organization. Although building talent often occurs informally, it may also occur formally through a systematic process. This can help ensure that when an employee leaves an organization, his or her successor will be able to move into the role with less difficulty. For this Discussion, you will post a cohesive and scholarly response based on your readings (below) and research this week that addresses the following: • What are some techniques you believe an organization may use to successfully build its high-potential talent internally? • What are the systematic processes involved in building this talent? • How might succession planning be managed? Be sure to support your responses with references to the literature. Course Text • Strategy-Driven Talent Management: A Leadership Imperative • Chapter 6, “Developing Leadership Talent: Delivering on the Promise of Structured Programs” This chapter provides an overview of the history of leadership development. It examines the shift to current leadership development initiatives. o Chapter 7, “Developing Leadership Talent Through Experiences” This chapter explores the importance of experiences in the development of leaders. It also presents suggestions for incorporating experiences into leadership development. Articles/Readings Note: These articles can be found in the Walden Library databases. • Hamid, H. (2010, December 27).Tapping into women’s talent. New Straits Times, 2. Retrieved from LexisNexis® Academic database. This article takes a global perspective on managing women’s talent in maximizing an organization’s success. It examines Malaysian women and their involvement in the workforce, which is lower than in other countries. • Tuckman, B. W., & Jensen, M. A. C. (1977). Stages of small-group development revisited. Group and Organization Studies (pre-1986), 2(4), 419-427. Retrieved from ABI/INFORM Global database. This article discusses the stages small groups go through when working together. It also discusses a fifth-stage “adjourning” that was later added from Tuckman’s original model in 1965.

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