Talent refers to personnel or employees charged with performing a particular task or group of tasks. Therefore, talent management is the management of these people in a way that they will perform their duties, aligned with the company’s strategies, to drive results ( Silzer & Dowell, 2009 ). The company's strategies are established because of the organization's mission; therefore, strategies cannot and should not be let to exist as a single unit (Kaplan & Norton, 2001). At my company, talent management follows a five-step model. The steps include attraction and selection of talents to the company, assessment of skills and competency, review of the talents and planning of talent actions, development, and deployment of talent, and engagement and retention of the talents ( Silzer & Dowell, 2009 ). This procedure ensures that best talents are recruited into the company and trained to ensure that they work to the best of the ability and enhance organizational performance. In case these talents were to function as their whim is, the division would result thereby derailing the company from achieving its goals. The ability or the usefulness of the talents is measured through examination of efficiency regarding accuracy and time and through determination of effectiveness. The results from this analysis are used to determine the area of specialty and retention basis.
While in high school, I exercised strategic plans to ensure that my grades improved and that I qualified for college studies. Thus, the two missions became driving forces to keep me studying. It was important then to lay strategies to make these two goals possible such as regular studies, completion of assignments and consultations. Every subject was assigned its goal to break the large goal into manageable portions and targets written alongside each goal (Klauser, 2001). Finally, a timetable was structured, and test scores were used to gauge improvement levels. This strategy helped in improving in those subjects that I was weak in. also, it ensured that equal progress was made in each subject.
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References
Kaplan, R. S., & Norton, D. P. (2001). The strategy-focused organization: How balanced scorecard companies thrive in the new business environment. Harvard Business Press.
Klauser, H. A. (2001). Write it down make it happen: Knowing what you want and getting it. Simon and Schuster.
Silzer, R., & Dowell, B. E. (Eds.). (2009). Strategy-driven talent management: A leadership imperative (Vol. 28). John Wiley & Sons.
