Respond to two (2) Colleagues W3D1 Granth

· HCI Podcast Transform Your Talent Management Capability through Effective Strategic Workforce Planning - YouTube

Assignment:

Respond  to at least (2) two of your peers' postings in one or more of the following ways:

· Share an insight about what you learned from having read your peers’ postings and discuss how and why your peer’s posting resonated with you professionally and personally.

· Offer an example from your experience or observation that validates what your peer discussed.

· Offer specific suggestions that will help your peer build upon his or her own virtual communication.

· Offer further assessment or insight that could impact your peer’s future communications.

· 3 – 4 paragraph responses per each colleague

· No plagiarism

· APA citing

· 24 hours

1st Colleague – Tania Darder

Tania Darder 

Week 3

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Organizations should be flexible especially when it comes to human talent!  Human talent drive ingenuity and for an organization to me their goals they have to provide their employees the flexibility to use their talents especially when it comes to certain projects.  One real life example I can provide is within my work place. I have a team of individuals that are responsible for making maps of the base, a project came down to provide a current map of the installation and provide another one showing all the constructions projects and a third showing show the base will look in 5 years.  One of my Airman used his talent in coding a created a code in the mapping software which created a timelapse video of the history of Ramstein and went out to the 5 year outlook.  He did this as part of a competition, he was the youngest and the only military member to compete and came in in 3rd place.  Although he entered it in a competition his intention was to have it presented to the Unit Commander, his victory made it to where he ended up presenting it to the Wing Commander.  His efforts showed that the team is cable of more than just printing maps and it ended up securing some additional funding for training and other innovative ideas that will make capturing status and conditions of infrastructure easier and quicker which in turn secured more funding for maintenance and construction.  When an organization allows employees to utilize their talents employees feel empowered, appreciated and valued all traits that employees look for from their organization because such feeling can lead to employee retention.

One way that organizations retain skilled and qualified employees is through succession planning.  There are various jobs and positions in an organization that cannot go vacant for very long for example supervisory positions (Mello, 2015). Succession planning helps identify those positions and help identify people with in the organization that are capable of doing the job but are in need of experience in order to formally apply for the position and be hired to the position.  For example, in Civil Service a GS-13 position may be vacant and the organization is having trouble filling the position or would like the position filled as soon as possible so an individual it temporarily promoted, usually for 6 months, to fill that vacancy.  At the end of that period the individual is able to formally apply and would have a higher probability of being hired since now they have experience in the job.  Such opportunities help to retain employees because of the professional growth that was granted to them.

References

Keller, S. (2017, November 24). Attracting and Retaining the right talent. Retrieved from McKinsey & Company: https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/attracting-and-retaining-the-right-talent

Mello, J. (2015). Strategic Human Resource Management. Cengage.

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2nd Colleague – Susan Christmas

Week 3 Discussion

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The discussion thread for this week asks us two questions:

1. How can organizations use flexibility to utilize human talent in the pursuit of achieving strategic goals?

2. How is succession planning used to retain skilled and qualified employees?

Using Flexibility to Utilize Human Talent

Our eBook, Strategic Human Resource Management, explains that organizations striving to meet their strategic goals should be as flexible as possible when determining how they should utilize human talent. Strategic workforce planning involves hiring/firing, reassignment, training and development, outsourcing, and/or contracting temporary help (Mello, 2015). The flexibility is necessary because employees tend to be more productive when the organization promotes flexibility. Flexibility also allows the organization to make instantaneous changes, when necessary, which can result in better utilization of human talent.

Using Succession Planning to Retain Employees

Mello does a great job describing succession planning and the two main purposes for using succession planning. Succession planning is a vital tool for an organization so it can determine which key management positions must remain filled so the organization can maintain consistency with their performance. The first purpose of succession planning, according to Mello, is to streamline the transition when an employee departs from the organization. This is generally done by having the departing employee teach and train the successor prior to leaving employment with the organization. The second purpose of succession planning is to assist high-potential employees with planning their career and identifying their development needs. To retain skilled and qualified employees, an organization uses succession planning to groom the employees that show potential and assist those employees with transitioning to the vital positions that cannot be left vacant (Mello, 2015). This process of succession planning may keep employees engaged and appreciated so they are more likely to remain loyal to their organization and not seek employment elsewhere.

References

Mello, J. A. (2015). Strategic Human Resource Management. (4th ed.) Stramford, CT: Cengage Learning.

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