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• Several models and components of talent management are presented in Chapter 1 of the Silzer and Dowell textbook. Using these as a foundation, create your own talent management model, including its components and the evaluation methods that would demonstrate that this model is effective in your organization.
As you think of your “Talent Management Model”, I
would like for you to review Figure 1.1 on page 21. It’s imperative when you are thinking of the best way to utilize your talent that you tie it with the organization’s strategy and the anticipated results. So, as you create your model think about the talent strategy and how to measure the employees’ progress but make sure you are reviewing your organization’s overall strategy.
Now, in order to make this as realistic as possible think of an organization you are familiar with then produce your model.
Discussion 2
Talent
Development” Please respond the
following:
• Describe three effective ways to develop talent within your current or former organization and how they would support the organization’s goals. List each organizational goal and whose responsibility it might be to develop the talent associated with that goal.
When you think about developing talent in your organization, it could be done by using many different methods but those methods have to be aligned with your organization’s culture. When I was the Regional Training Center Branch Chief, my duty was to make sure that I aligned a curriculum that supported the development of the Army Reserve Soldiers that were headed to Iraq, Afghanistan, Kuwait, Horn of Africa and so forth. It was imperative that every Soldier from the lowest ranking to the highest ranking received this training and receive it on the same level. The main reason is because the skillsets of the Army Reserve Soldiers were lacking as relates to Active Duty Soldiers. Program of Instruction (POI) was designed to develop the skills in cultural awareness, weapons, vehicles, public relations and etc. Every Soldier received the same type of training even if their duties consisted of being at
the rear of combat. – We did what we called a crawl, walk and run phase.Here are how those tools were implemented in developing our Soldiers:
1. Crawl – Soldiers were in a classroom setting developing their skills either by an Instructor lecturing them or through simulations.
2. Walk – Soldiers would be outside of the classroom, perhaps qualifying their weapon or doing something hands on as relates to the Crawl phase.
3. Run – Soldiers participated in a culminating event. For example, we will create scenarios that consisted of Insurgents, IEDs and so forth in a town setting like Iraq or Afghanistan. The Soldiers would receive their mission and had to successfully complete the mission.
The purpose was to get our Soldiers to be proactive and instead of reactive prior to being in the actual environment. The training was in depth and rigorous but very effective.
Now, when organizations think of developing their talent you must first understand the desire outcome and make sure it’s aligned with the organization’s goals. So, when you think of being effective – think of it like this – if my organization is developing their personnel then how will I be able to measure the outcome? Although my mission was to save lives literally then you should think of it just as seriously.
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