Talent Management Strategies (Essay Sample)

Talent Management Strategies
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Talent Management Strategies
Talents serve as vital part of any society and today's world organizations. Besides being a gift an individual is given, talent serves individuals either directly or indirectly. At long run, people benefit from associating themselves or being part of talents. A good example of collective talents includes perfection in a given field of work or art such as singing, playing football, athletics among others that have widely raised many people across the world (Israelite, 2010).
These talents besides serving to be positively influencing human life in a myriad of ways, it has been posed by a vast of challenges. These challenges make it impossible to achieve the required standards of talents, the level of talents and coming up with innovative means of helping its growth. Due to this reasons, talent management strategies has to be put into place to ensure that the loop holes available in the talent industry are covered hence promoting talent among people.
In a business organization, having a team of talented individual serves as an imperative running of the enterprise (Deb, 2005). This is supported by the fact that the talented individuals usually forms the best workforce that is easy to manage hence driving the organization towards achieving its goals, aims, and objectives.
Talent Measurement and outcome in an organization
Every employee in an organization portrays a unique feature in the way he/she does his/her work. During evaluation of every employee, determination of every individual's strengths and weaknesses can be easily be determined in this process. This is done by measuring the workforce of every employee regarding the various skills, motivation and level of professionalism in carrying out his/her duties during service delivery.
Measurement of talent has however been a tough task to understand in a single day of evaluation. Determination of this, however, takes time by understanding an individual in the manner he/she does the job with his/her related internal motive toward service delivery in the organization. Through this, a talented person can portray features like having little or no personal supervision during his/her service delivery for the organization. This is done over a relatively longer period and the outcome compared upon the many personal, economic, social, and even physical hindrance towards service delivery (Kevin, 2006).
High potential and candidates reaction towards service provision in an organization dictates the type of employees (Barry, 2009). A talented individual will hence try to become highly potential in the organization as he develops a positive reaction towards the organizational activities.
On the other hand, external hiring when compared to private shows the progress and the level of the organizational talents. When the organization is unable to do hiring within its departments so as to reinforce a given workforce in the business, then the business has less of the talents. This implies a need for external hiring so as to help the company move forward towards accomplishing its stated objective.
The equity-based pay within the organizational talents may lead to the organization retention of workers. This results from th