Finding, Keeping & Nurturing Talent ? Loy Machedo?s Business Management Notes
Analysis of the article by Philip Sadler
Summary
? In today?s highly competitive global environment, talent is more important than ever before and a major source of competitive advantage.
? Attracting, Find and retaining talented people is therefore vital for success.
? The search for talent can take place both within the organization and externally.
? Money is not the only thing that talented people are attracted to.
Introduction
? In the business world, the competitive edge lies with companies that are focused on creating new knowledge.
? With all other factors being equal, talent is a very scares source.
? The main characteristic of Talent Intensive Organization is primarily on creativity and imagination and the success criteria falls far beyond the accountants bottom line.
Recruitment Talent
1) Transplanting type of recruitment ? which is more like equivalent to digging up a mature tree in the quest for an instant garden.
? With money being a small part of the big equation as to why talented personnel change organization, reputation is a key element in the recruitment strategy.
? Nothing is greater than a company being talked about in the media which is looked upon as key places to work and grow ? for instance companies like Google, Starbucks, Intel, Cisco, Mariott, Dell, Wall-Mart and Microsoft come under this category.
2) The Nursery Approach ? Recruiting young people straight from high school or college, nurturing or developing their emerging talent and bringing them into fruition.
The challenges faced with this kind of approach are that all individuals are unique. There are early adopters and later developers ? so not everyone can be evaluated in the same manner.
There is a tendency to give importance to external factors like appearance, personality, communication skills or excellence in academic qualification.
Failure to value ethnic diversity ? especially where prejudice against minorities are concerned.
Talent Spotting ? It?s the least risky of all the approaches and is the process of spotting and developing talent in people.
Michael Howe, Reader in Human Cognition at Exeter University, England cautions against viewing talent as a gift.
Keeping Talent
? One of the biggest challenges faced by organizations (especially large ones) is that they are hierarchical, bureaucratic and conformist in order to achieve efficiency and uniformity ? And these are the exact reasons why creative / talented people do not like working for them.
? The term ?Skunk Works? has entered the language of organizations to describe small, informal, tightly knit teams that are shielded from standard company practices and rules in order to foster their creative energies.
? For instance Lockheed?s chief designer selected a team of 23 engineers and 30 support staff. They built make shift quarters from discarded engine boxes roofed with a circus tent. They worked in secrecy, doing their own cleaning and secretarial work. The work culture in the place was characterized by the egalitarian treatment of people, an absence of paperwork, informality of dress and open debate.
To sum up, the chief characteristics of a culture that nurtures talent are:
1) Highly cohesive work teams
2) Authority residing in expertise and competences rather than rank or status
3) They respect true leadership & not managerial ability.
4) They need freedom, space, flexibility, openness, trust and encouragement to make mistakes and learn from them.
eric johnson eric johnson big east tournament ashley olsen new apple tv sun flare love hewitt
No comments:
Post a Comment
Note: Only a member of this blog may post a comment.