Talent Management (Essay Sample)

Leadership Management
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The value of talent management and development in organizations.
The extents of talent development strategies that are employed by contemporary organizations support a continuous leadership development process. Initially, the ‘Great Man’ theory was a form of hierarchical leadership that entrusted all decisions to a single individual. However, according to Korotov (2010) latest developments in organizational leadership support the growth of relationships and task completion. The need for a generational leadership that can adapt to the nature of change in the market trends is important for successful organizations. Most organizations have the mistaken notion that the human resource department is solely in charge of leadership development. On the contrary, the best approach that can yield returns on investing in talents is the involvement of senior management. Talented leaders nurtured under an organizational leadership pipeline would yield leaders who are flexible, adaptable and competent in organization goals and objectives. Leader development would increase efficiency and effectiveness exponentially in terms of output and quality of leadership towards success (Vries, 1995).
The effective methods of acquiring and processing information from an organization.
An effective way of ensuring that the leadership or a learner is developing in tandem with organizational goals is engaging them closely. Organizations must adopt a multiparty feedback mechanism where executives learn to work more efficiently as a team. Secondly, debriefing sessions would help determine assessments and offer a reflection in action where a learner or a leader engage in team building activities (Vries, 1995). Leadership coaching and mentoring would help leaders and learners gather and process information relevant to the improvement of performance at work. Senior executives would play an important role in acting as role models and offering guidance to other leaders through networking. Korotov, K. (2010) noted that the effectiveness of gathering and processing information for a learner or a leader can be measured in the amount of output realized at the end of the performance appraisal.
In conclusion...