“It’s time for a fundamentally new approach to talent management that takes into account the great uncertainty businesses face today” (Cappelli, 2008). As the economy continues to grow throughout the world, organizations are struggling to build bench strength. Many members of the workforce have not kept up with the new skills the business world now demands, meaning there is disparity in what organizations need and what is actually available. In today’s ever-changing, evolving world where globalization and technology are drastically altering the way business is done, it is essential to carefully select talent, align the talent with organizational goals, engage the talent, retain the talent, all while behaving ethically.
Talent Selection and Talent Alignment
The selection of the right people is essential to growing and maintaining a successful organization. The goal of talent selection and alignment is identifying people who have the precise knowledge, skills, abilities, and motivation necessary to perform jobs successfully and putting them in positions that will allow them to utilize their abilities and even further enhance them. Some things to consider when selecting potential leaders include the following: education, previous employment, years of experience in career field, previous leadership or supervisory experience, specific training and skills, willingness to relocate and travel, personal and professional values, adaptability, and commitment. It is important to strategically align talent to the current and future needs of the organization. Bringing the right people in for the right jobs will allow an organization to improve its overall performance and achieve its goals more successfully. With the best talent performing tasks in the best ways, an organization’s leaders can give it superior competitive advantage and longevity.
Talent engagement is the process of ensuring that employees are committed to their organization’s mission and vision, actively contributing to their organization, and also enthusiastically working to augment their skill set to result in even better performance for the organization. It is “the emotional commitment the employee has to the organization and its goals. Engaged employees lead to higher service…higher customer satisfaction…increased sales…higher levels of profit…and higher shareholder returns” (Kruse, 2012). The objectives of talent engagement for leaders are tactical. Organizations need leaders who are not simply motivated by money and status but who truly want to serve a purpose and make a difference. It is important to let employees know why the organization exists, why it is the best at what it does, and why people should care. Employees should feel empowered by the work they do and want to continue doing it in the future. Current leaders should engage future leaders by creating a relationship built on trust which should lead to loyalty. This relationship should...