Organizational / Employee Development

Introduction

Managers have to come up with effective employee development plans since it is one measure of employees’ performance. In addition managers can learn on key areas of improvements since this will help the organization achieve success. Managers should put into consideration employee development as a strategy in ensuring the organization remains successful. Managers need to come up with recruitment requirements as well as retention requirements in order to attract employees and retain them as well. Employees retained in the organization should be those with skills enough to ensure the company achieves success. Performance appraisals should be conducted in order to assess the performance of employees. Managers give employees feedback on areas they need to improve in order to ensure the organization succeeds. Managers should provide training opportunities to the employees as part of the employee development plans in order to ensure goals and objectives are achieved.

Employee Development Plan

Developing employee plans means first evaluating the current employees, understanding them and their capabilities (Effron & Ort, 2010). Evaluating them ensures managers are able to learn and understand whether the employees meet the current and future requirements. The employee development plan should include coming up with performance appraisals and ensuring the appraisals are conducted on employees. During this time, employees are encouraged to assess their skills and managers give them feedback on areas they need to improve on. This will ensure employees remain productive since they will improve on the areas they need to improve on thus ensuring the organization succeeds. Outlining career growth opportunities should also be carried out as part of the employee development plan (Effron & Ort, 2010). Here, managers should ensure they provide their employees with training, mentoring and other useful programs that will ensure employees improve their skills. Employees should ensure they understand their jobs and are in line with the right career so that they can perform well in their respective areas of specialty. Feedback is another step in the employee development plan (Effron & Ort, 2010). Here, employees receive feedback from the managers in order to ensure they improve on certain areas. This will enable employee develop self confidence and will believe in themselves. Managers should ensure they give employees feedback on areas they perform best and those areas they need to improve since it will encourage them work bets in improving the areas they need to improve on. Managers should ensure they encourage the employees and ensure they are self confidence so that success can be achieved (Effron & Ort, 2010). The major goals of organization, is achieving success thus they should encourage their employees and provide a good working environment that will ensure success is achieved.

Talent management efforts

• Developing clear job terms and descriptions is a talent management effort carried out by managers (Silzer & Dowell, 2009). This helps managers recruit skilled employees who have the necessary abilities and are experienced since the managers want the best employees who will ensure the organization remains successful.
• The selection process should be effective such that employees selected fit in the organization culture (Silzer & Dowell, 2009). Employees selected should be appropriate and fit in the organization without being pushed or supervised.
• The employees should fit in the performance development system where they should have the necessary skills and requirements that will ensure they perform best (Silzer & Dowell, 2009). Employees who fail to meet the standards of the performance development system will automatically get dismissed since they are not able to meet the organizations requirement. 
• Managers should ensure they provide training opportunities to their employees. The training programs should cater for the needs of employees and the organization and ensure employees develop their skills. This will ensure employees develop more skills and gain more experience which ensures they remain successful and ensure the organization remains successful as well.
• Managers should ensure employees feel appreciated and valued in the organization. Therefore managers should encourage and monitor employees since it will ensure they feel important and appreciated thus work hard in ensuring the organization remains successful.
• Managers should ensure they come up with career development programs that will help employees learn new things thus improve their careers and skills. Employees’ interests should be put into consideration so that employees can develop their skills.
• Managers should ensure they come up with reward and recognition programs that ensure talented employees are rewarded and recognized. Talented employees who lead to success of the organization should be recognized and talented since it will motivate them.
• Managers should ensure they provide employees with career development opportunities that will ensure their career paths improve (Silzer & Dowell, 2009). The job training opportunities will ensure employees interact with other people and learn new things thus improve their skills in their careers.
• Mangers’ should ensure they hold exit interviews which will give answers as to why performing employees left the organization (Krishnan et al, 2009). Such interviews are important since managers will assess themselves thus provide good services to employees in order to prevent talented employees from leaving the organization. Organizations should treat their employees well and expose them to healthy working conditions so that they can feel appreciated thus stay in the organization.

Examples of firms that apply talent management efforts

Google Company uses talent management efforts in ensuring it recruits and retains its employees. Google ensures it comes up with the best strategies for employees such as providing training programs for employees to develop their careers (Oakes & Galagan, 2011). In addition, the organization conducts awards where employees are awarded as one way of motivating them. The organization ensures that communication flows well within the organization since communication is a major contributor of success. The organization focuses on what employees want to achieve therefore help them achieve. This ensures employees feel important and valued by the organization thus work towards the success of Google.

WL Gore uses talent management efforts in ensuring their employees are exposed to healthy working conditions. In addition it employees working at the organization receive highest average salaries which ensure that the best talent is retained. Employees working at WL Gore are proud of working for the organization since they are appreciated, motivated and subjected to good salaries as well as working conditions (Oakes & Galagan, 2011).

Microsoft uses talent management efforts in ensuring the best talents are rewarded in order to retain them and motivate them as well. The organization hires experienced and skilled employees and subject them to career development programs which will enable them sharpen their skills (Oakes & Galagan, 2011). The company is ranked as one of the best companies employees can work for since employees are valued and appreciated.

Strategic Human Capital Management

Strategic human capital management plan goes hand in hand with technology where managers ensure they plan for the employees’ lifecycle beginning with the recruitment process all the way down to the retirement period. The strategic HCM ensures that employees are subjected to the best working conditions since happy employees will serve customers well and this will bring success to the organization. Ultimate software’s UltiPro is one of the strategic human capital management solution that basically puts its focus on the people (Mercer, 2009). UltiPro ensures that all employees feel comfortable in their places of work regardless of where the employees are working.  Employees at all levels of work are empowered and work efficiently through UltiPro since it is a tool that ensures employees are considered in all organizations. Strategic human capital management ensures talent management is possible through recruiting the best employees and ensuring employees work together as a team (Mercer, 2009). Therefore strategic HCM is important and organizations should ensure they come up with the strategies that will ensure employees are exposed to the best working conditions so that they can perform well in their places of work.

Conclusion

Based on the above discussion, it can be concluded that talent management is important since it ensures the best talents get employed in the organizations.  Employees should ensure they understand their jobs and are in line with the right career so that they can perform well in their respective areas of specialty. Talent management should be in line with the strategic human capital management plans in order to ensure employees work in healthy environments so that they can perform well. Most successful companies have ensured they use talent management since it ensures employees develop their careers and are able to give their best in ensuring the organizations become successful. Talented employees who lead to success of the organization should be recognized and talented since it will motivate them.

 References

Krishnan, G., Muncherji, N., Dhar, U., & Nirma University of Science and Technology    (Ahmedabad, India). (2009). Creating wealth through strategic HR and    entrepreneurship. Ahmedabad: Institute of Management, Nirma University of Science and Technology.

Mercer (Firm). (2009). Creating value through people: Discussions with talent leaders.    Hoboken, N.J: Wiley.

Silzer, R., & Dowell, B. E. (2009). Strategy-Driven Talent Management: A Leadership     Imperative. New York, NY: John Wiley & Sons.

Effron, M., & Ort, M. (2010). One page talent management: Eliminating complexity, adding        value.

Oakes, K., & Galagan, P. (2011). The executive guide to integrated talent management.    Alexandria, Va.: ASTD Press.