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Assignment 5: Sustainable Talent Management With the same talent management strategy in mind from Assignment 3, write an eight (8) page paper in which you: Determine which performance management...

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Assignment 5: Sustainable Talent Management

With the same talent management strategy in mind from Assignment 3, write an eight (8) page paper in which you:
  1. Determine which performance management process you will employ to measure employee talent.
  2. Analyze the key concepts related to the talent pools and the talent review process.
  3. Develop appropriate talent management objectives to measure functional expertise.
  4. Assess the key elements of global talent management as they apply to your organization.
  5. Recommend a process that optimizes a sustainable talent management process.
  6. Use at least five (5) quality academic resources in this assignment. Note: Wikipedia and other Websites do not quality as academic resources.
Your assignment must follow these formatting requirements:
  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA format.
Answered Same Day Jun 11, 2021


Arunavo answered on Jun 14 2021
120 Votes
Table of Contents
Performance Management Process    3
Key Concept related to Talent Pools and Talent Review    4
Talent Management Objectives to Measure Functional Expertise    5
The Key Elements of Global Talent Management    7
Recommendation for Optimization of Sustainable Talent Management Process    8
References    10
Performance Management Process
One of the most important job roles of the HRM is to regulate the performance management in the workspace. Kapuganti, Mandava, Vihar & Sarkar (2018) have discussed that for a HR to create a space for the employees where they can produce excellent result through their performance and to utilize the best of ability is not an easy task. Effective performance management is about the leadership along with the interpersonal relationship, personal feedback and the teamwork. I
espective of the difficult task faced by the HR of managing the process, the employees sometimes do not value in it. Blodgett, Conlee & Johnson (2017) have discussed that there are many wide resources that falls under performance management such as setting the expectations for work performance and planning the methods through which the expectations can be achieved. Monitoring the employee’s performance through regular meetings. With timely rewards for the good performance and taking care of the remedies that need to be taken to improve poor performance is considered. And lastly the development of a capacity that will help for the optimal performance of the employee’s.
There are different strategies through which the employee performance can be measured. Bernstein & Tu
an (2018) have discussed that through the communication of the company goals and the performance objective will help the employee to understand what company wants from their employees and what they want to achieve. Based on that strategy the employees will mould themselves and try to learn new skills as to meet the performance standard of the organization. Further the utilization of the performance software will help in keeping the records of the employees and their work performance. This will help in analysing the level of work they have delivered and the areas of improvements that is necessary to be applied. Offering a frequent performance feedback will help in clearly communicating with the employees regarding the company and individual goals. A good performance feedback will help in analysing the positive behaviour of the employees while showing the opportunities and areas of improvements. With the timely performance feedback the employees will get an opportunity to improve their drawbacks as to be aligned with the organizational goals. Further with the implementation of the reward practice the employees will get motivated from the fact that the company will go to provide something extra from the regular benefit they are providing. Thus this will motivate them to further increase and improve their performance to perform in a better manner.
Hence through these processes the performance of the employees can be measured and the organizational goal will be achieved.
Key Concept related to Talent Pools and Talent Review
In every organization there is always the need for the talented employees as to achieve the organizational goals in a proper manner. Kichuk, Brown & Ladkin (2019) have added that the advantages of the talent pool in the organization is where the group of employees are being trained and developed as to assume greater responsibilities within the organization. This helps the organization to develop employees in the areas that align with the company competencies and values instead of any specific skills position. This kind of efficient talent pool will help in planning the organization goals and objectives. As the talent pool is of larger group of employees therefore the talent development has a larger scope. Talent pool is also very much flexible and can be accustomed to the emerging or developing industry. Erasmus, Naidoo & Joubert (2017) have further discussed that there are certain steps through which the development of the talent pool can be done. Before developing the talent pool it is very much crucial to review the organizational strategies. Based on the competencies needed to form strategies is very important. As the strategies will keep on changing based on the nature of the work, however the competencies need to be remaining same.

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