Assignment: Talent Management Planning and Implementation
Student’s name
Advanced Personnel Psychology PSYCH 8576
Institution
Date
Talent Management Planning and Implementation
Introduction
Talent management planning is done to help a business engage, work with, and plan for
employees with different types of talent. This makes it possible for a company to achieve its
goals and execute its strategy. To develop a talent management strategy, one must recognize and
pinpoint the many employee abilities crucial to achieving an organization's goals and objectives.
The goals and objectives of the organization are improved via optimal perfection and compelling
performance as a result. Supervisors and managers have two options for directing talent
management plans: they can agree to start one at any moment throughout the annual calendar or
offer it to a high-performing performance at the end of the year (Mensah, 2019). This paper will
examine various elements of a talent management strategy and how to apply them to Greenway
Inc.'s management strategy.
A talent management plan
A talent management strategy consists of well-directed goals that look at an employee's
aptitudes and competencies, as well as their hobbies and areas of expertise. In light of this, a
people management strategy is typically created at the end of the year for an entire year. It
includes things like the employees' involvement in national forums and international committees,
as well as ways to support educational initiatives, additional mentorship and coaching programs,
leadership development initiatives, various seminars and brainstorming workshops, departmental
meetings, and meetings with other departments, as well as taking part in economic and other
professional organizations' corporate social responsibility initiatives (Wiradendi, 2020). This
strategy should have one or two easily achievable targets to guarantee its objectives are met.
Such factors make recommending the employee for potential future job prospects simple.
We must take into account all of Greenway Inc.'s functions, including consulting, as well
as the competencies and capabilities of the staff while creating a talent management strategy. We
will start by looking at employees' information about the talent management strategy. In this
instance, we examine how employees are made aware of the strategy and the available employee
data, including surname and identification number (Pandita & Ray, 2018). We will pay particular
attention to how employees in this institution have been evaluated in terms of performance over
the past few years; how the employer has handled the organization is most pressing issues,
adaptability, openness, and their capacity to come up with solutions to problems. Beyond this,
one should also consider the educational and professional accomplishments and the advantages
and disadvantages of every employee.
Additionally, the employer should highlight the job candidates' career goals, areas of
expertise, and areas of interest. The management of Greenway Inc. should make sure it has all
the information required to determine the goals that this strategy must accomplish in order to
ensure the efficacy of the talent management plan. As the human resource manager instructed,
the management should also form a panel review to identify the goals outlined in the talent
management plan (Kravariti & Johnston, 2020). The human resource manager will be tasked
with directing the accomplishment of this plan's objectives in this review panel. Through this, the
career progress and development of the employee will be realized. This organization will be able
to recognize the varied efforts made by various people in realizing the company's aim, thanks to
such a talent management strategy. After the talent management team has met its objectives,
succession planning gets underway.
Conclusions
In conclusion, any firm must discover and evaluate outstanding workers in terms of their
performance through a talent management plan. The most crucial factor is how different
consumers rate a service provider's staff, which is essential to them because it essentially ensures
their job security. Employees in various organizations are challenged by such a strategy and
work hard. As a result, to ensure the achievement of organizational goals.
References
Kravariti, F., & Johnston, K. (2020). Talent management: a critical literature review and research
agenda for public sector human resource management.@Public Management
Review,@22(1), 75-95.
Mensah, J. K. (2019). Talent management and employee outcomes: A psychological contract
fulfilment perspective.@Public Organization Review,@19(3), 325-344.
Pandita, D., & Ray, S. (2018). Talent management and employee engagement–a meta-analysis of
their impact on talent retention.@Industrial and Commercial Training.
Wiradendi Wolor, C. (2020). Implementation talent management to improve organization’s
performance in Indonesia to fight industrial revolution 4.0.@International journal of
scientific & technology research.
