Talent Management Plan

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Final Paper Draft Review

Emmanuel Boydon

Ashford University

HRM 630: Workforce Planning and Talent Management

Dr. Fabio Moro

November 30, 2020

Final Paper Draft Review

Intro

The Human Resources Director’s duty to find the right employees to meet the needs of the organization. This role is not just about hiring and firing, it is also about inspiring those in the organization to increased levels of performance. Additionally, the director shapes the direction of the organization ensuring future health of the organization. This is accomplished through leading, directing, developing activities of the HR staff. The culture of the organization is important to develop and nurture to keep the organization moving in the right direction. The right learning and development programs will ensure that employees get training and development to help them increase their productivity.

Workforce Planning – Create a staffing plan forecasting recruitment needs.

The staffing plan forecasts recruitment needs including a strategy for replacing 10% of the production team workforce lost to retirement at ABC Athletics Co. that has increased over the last five years and is expected to continue to grow over the next three years. The staffing plan outlines the number of employees needed to accomplish the company’s goals.

Job descriptions for three new positions.

Talent Sourcing – Evaluate two to three specific recruiting methods.

The purpose of sourcing is to find the right people that the company wants to hire. The top method of recruiting is through social media such as LinkedIn. Additionally, direct referrals are another recruiting methods to use. The person making the referral will be useful especially from within the company. They will be inspired to perform at a high level and continue to provide value to the organization.

Talent Selection – Evaluate selection methods and develop a plan for interview process Selection of the right employee for the job is done through a systematic process. The steps in the selection process may consist of the job posting, recruitment, application review, interview, background check, conditional offer, reference check, and selection. The job posting is done with creating and sharing a job to allow recruitment and application for the job. It is used to attract the best candidates to apply with the organization. The posting should include the headline and narrative that say what the job is about. Then there are the requirements that list qualifications that are both desired and potentially necessary for the job.

An evaluation that evaluates several talent selection methods, and addresses the four listed components.

Onboarding – Explain components of the onboarding and orientation program

New employees should be welcomed to the organization from the moment they are hired on to the company. They need to feel like a valued member of the team and get comfortable with the team they will be working with. The process gets the new employee ready to perform their job and hopefully increase their productivity from the start. This is the time to introduce them to the people they will be working with. Assigning them a buddy to ease the transition to the new company is a good idea to help settle them to do their job.

Employee Development and Engagement – Explain how development solutions promote engagement

Engaged employees will be more involved and committed in the workplace. The company needs to take a step back and determine what is necessary to have an engaged employee. Engaged employees are more involved and are happy to do their work. They are not just present, but they may bring others around them up with their attitude. It is important to tie individual and organizational performance. Engaged employees bring about a positive culture in the organization.

Performance Management – Formulate a strategy on performance assessment

A formulation of a strategy on assessing performance, and identifies instruments and/or assessments that could be used

Performance management is the process of identifying, measuring, managing and developing the employee workforce through the HR team. The performance appraisal is the ongoing evaluation of the employee’s performance. The goal is to get the employee to the desired level.

Succession Planning – Develop a succession plan for the organization by addressing the five listed components.

Succession planning is the process of identifying high-potential employees, evaluating and developing their skills, and preparing them for advancement. The company knows there are production team members retiring in the next few years. It is important to plan for their replacement to bridge the gap and not allow production to dip while the replacement is being found and eventually settled into the job. Additionally, there has been a high turnover rate in the production team that needs to be address so that the company is not having to keep hiring new employees to replace ones lost to other companies. Succession planning is a priority to avoid costly vacancies.

Talent Retention – Develop a retention strategy for the organization

Development of a strategy to identify the reasons for increased turnover among employees, and designs a retention strategy.

Companies want to ensure employees are satisfied with the job and are able to retain good employees. The culture in the organization was lacking a focus on training and developing the employee. There needs to be a focus on showing employees the company cares about their progression. Developing the employee will benefit the company with an employee that is more motivated and productive. Employees want to feel trusted and valued. The company can show this through investing in their personal and professional growth. This can be through programs such as continuing education. Providing tuition assistance provides motivation to get additional skills and not have to pay for the course.

Conclusion

References