Talent Management Of ABC Distribution †MyAssignmenthelp.com

Question: Discuss about the Talent Management Of ABC Distribution. Answer: Introduction In a business setting, talent is explained as a unique ability of a person that enables them to perform their duties well. In a business organisations, talent management is used to explain integrated human resource with an agenda of attracting only the best people in the organisation(Silzer and Dowell). In any business organisation, talent management ensures that the company attracts, motivates and only retains the talented employees who have the abilities and aptitude that is required to drive the organisation forward towards its current and future set organizational needs Meaning of talent for the management/Directors of ABC distribution Talent management can be defined as the ability of the management to have the right number of workers at the right time and the right place(Truss, Mankin and Kelliher 13). For talent management to be effective in an organization, the employees in the organization must possess the right skills and level of motivation so as to perform all the activities of the organization effectively and show positive development towards achieving the set gaols of the company. For the management of ABC distribution, Talent in the company means that the company management will seek and acquire employees who possess the right skills in accordance to the strategy of the company and is motivated to see the company grow. The talent of the company employees should be specific to the industry in which the company operates. Talented employees for ABC in specific should be those employees who have the potential to make a difference in the running and operation of the company and help it see its full growth acc ording to the company strategy. An employee in the company can be said to have talent if they are considered to have skills and knowhow and they are prepared to hold executive positions in the running of the company(Silzer and Dowell). Main reasons for staff leaving ABC Company There are so many reasons why employees quit their jobs. Some of these reasons are personal and cannot be blamed to the management of a business. Some of personal reasons why employees in different companies quit their jobs are, to follow their partners or spouses across the country, change their careers, need to acquire higher education and stay at home with their children. To some extend those needs are hard to be addressed by the management and the only thing that the management can do is to seek an equal talent that can replace the lost talent(Branham 47). In ABC Company, the main reasons why most employees have to leave their jobs are reasons that are based on factors that are under direct control of the management. Some of these reasons are: Poor relationship between employees and management Employees in a company dont need to be good friend with their employees but they need to be assured of a good working relationship with their boss(Ballard). The employer is an integral part of the employees lives while at work and thus poor relationship would make their working life very uncomfortable ignite their exit from the company. Lack of opportunity to use their abilities and skills When employees are given an opportunity to use their abilities and skills at the workplace, they tend to have a sense of self-confidence, pride and accomplishment in what they do(Seddon, Henriksson and Niemeyer). ABC Distribution Company does not give its employee a chance to make use of their skills and abilities and thus many leave and go seek other employments where they feel to have an opportunity to do what they are good at. Lack of independence at the work place Many organizations talk about independence of their employees at the work place but the fact of the matter is, independence of employees is not something that a company can give or do to employees (Gramberg 19). Independence is a characteristic and a trait that the employees needs to embrace and pursue on their own. The role of the management is to provide an environment that enables employees to embrace this independence. The management of ABC place have failed to provide such an environment thus making many employees leave their jobs at the company. Lack of potential advancement and growth opportunities Lack of opportunity to develop and grow was quoted as the main reason of employees leaving the company. Many employees have desire to develop and grow their skills when joining any organization and thus lack of opportunity is a good reason for them to quit and go seek some better employment that provide an opportunity for their growth(United States. Congress. House. Committee on Government Reform and Oversight. Subcommittee on Civil Service). Lack of knowledge about the companys financial stability Employees who are worried about the companys financial stability tend to leave. Some of employees who have left at ABC stated the main reason as lack of information on the company in matters related to company sales, salary freezes, competitors, mergers and bad press. Effects of high staff rotation within the company on implementation of a Talent management process Staff rotation is a technique in which employees in a company are moved between jobs with an objective of exposing them different experiences and skills to enhance their cross-train and job satisfaction(Briscoe, Schuler and Claus). In any company the goal of talent management is to get to talents at specific areas in order to ensure that each and every employees does what they enjoy most. Staff rotation have a greater impact in talent management processes employees feel that they are not given a chance to do what they like and thus provide an avenue for employees to exist from the company(Briscoe, Schuler and Claus). Ways of retaining existing talent within ABC Company The management of ABC Distribution Company can retain its best talents by ensuring that it stays in touch with their employees. This is by constantly enquiring whether their employees are happy with the kind of job they are allocated, Are their career development goals met?, enquiring whether employees get the recognition they desire from the management, enquiring about employees challenges in their line of duty, rewarding hard working employees and providing employees with any relevant information as they may request(Collings, Mellahi and Cascio 23). The management should come up with policies that support employees stay for meaningful work, benefits and market compensation. Employees need to have an effect what they do and workplace. They policies should be developed such that they always make the employees feel that they want to stay in the company. If the management stays in touch with their employees, the issue of employees exiting the company could come to an end and thus help in retaining best talents that could see the growth of the Company. Tools of attracting the right talent candidates in ABC Company Some of the best tools that ABC Distribution Company could use to attract the right talents in the company are, providing competitive salaries to their employees and providing a conducive working environment that every employee would admire to work in and thus come seek employment. The company could also make use of recruitment agencies and firms and seek information of top talents in the market through marketing media such as Glassdoor and LinkedIn Recruiter(Adler). Technological resources such as Glassdoor, Stack Overflow and LinkedIn Recruiter play a greater role in enabling management acquire great talents for hire. References Adler, Lou. Hire With Your Head : Using POWER Hiring to Build Great Companies. New York : John Wiley Sons, 2002. Ballard, John. Decoding the Workplace 50 Keys to Understanding People in Organizations. Santa Barbara : ABC-CLIO, 2015. Branham, Leigh. The 7 hidden reasons employees leave : how to recognize the subtle signs and act before it's too late. New York : AMACOM ; London : McGraw-Hill [distributor], 2012. Briscoe, Dennis R, Randall S Schuler and Lisbeth M Claus. International human resource management : policies and practices for multinational enterprises. London ; New York : Routledge, 2009. Collings, David G, Kamel Mellahi and Wayne F Cascio. The Oxford handbook of talent management by David G Collings ng. Oxford, United Kingdom : Oxford University Press: Oxford University Press, 2017. Gramberg, Bernadine Van. Managing workplace conflict : alternative dispute... by Bernadine Van Gramberg . Annandale, N.S.W.: Federation Press, 2006. Seddon, Terri, Lea Henriksson and Beatrix Niemeyer. Learning and work and the politics of working... by Terri Seddon . London ; New York: Routledge, , 2010. Silzer, Robert Frank and Ben E Dowell. Strategy-driven talent management : a leadership imperative. San Francisco: Jossey-Bass, 2010. Truss, Catherine, David Mankin and Clare Kelliher. Strategic human resource management. Oxford ; New York : Oxford University Press, 2012. United States. Congress. House. Committee on Government Reform and Oversight. Subcommittee on Civil Service. Employment discrimination in the federal workplace,... by United States. Congress. House. Committee on Government Reform and Oversight. Subcommittee on Civil Service, . Washington : : U.S. Government Printing Office, Washington, DC : For sale by the U.S. Government Printing Office, Superintendent of Documents, Congressional Sales Office , 1998.