This 50 page paper looks at the issue of talent management. The paper starts with an introduction with background, aims and objectives limitations. This is followed by an in-depth literature review that looks at relevant topics including the definition of talent, how it may be identified and the use of training and development programs and the value of mentoring in developing skills and talent. A methodology is presented for use in gathering primary data with the use of questionnaires to assess the way talent management is taking place in an organization. Simulates results are presented and discussed and recommendations are made based on the research findings and the literature review. The bibliography cites 36 sources.
Name of Research Paper File: TS14_TEtalentm.rtf
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6 2.1 Talent 6 2.1.1 What is Talent? 6 2.1.2 Why Manage Talent? 7 2.2 Identifying Talent 10 2.3 Developing Talent 16 2.3.1 Developing a Training Policy 16 2.3.2 Human Issues 21 2.3.3 Delivering
Training 23 2.4 Mentoring 31 3. Methodology 38 3.1 Methodological Framework 38 3.2 Data Collection 39 4. Research Results 42 4.1 Questionnaire Results 42 4.2 Discussion of
Results 45 5. Recommendations 47 Appendix 1; The Questionnaire 48 References 50
1. Introduction In any organization there
will be a wide range of resources which need to be leveraged in order to add value to the operations. One of the key resources that nay organizations has, whatever
their core operations, is the human capital. This is a key element and is essential in terms of management and operations, it is management and employees that will ultimately be
reasonable for the majority of goods and services delivered, either directly with their input, or indirectly with the management and control of automated systems. The internal talents of employees
can also lead to better performance as well as aid with the potential development of competitive advantages, many examples of talent of employees leading to success and boosting a business
include companies such as Disney and Microsoft, as well as the talented management at many other successful companies where the success is seen as part of everyday operations. When
it comes to developing talent organizations can take different approaches, they may choose to recruit talented individuals who have been working for other firms where their talent has already been
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