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How Organisations can Utilise the Talent Pipeline - Essay Example

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Introduction “Today’s organizations need super achievers with commitment, not just ordinary compliance, and organizations can recruit them and retain them only by rising above contractual employment terms and offering them career support and encouragement” (Thite, 2006,pg 314)…
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How Organisations can Utilise the Talent Pipeline
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"How Organisations can Utilise the Talent Pipeline"

Download file to see previous pages The paper will also focus on how the concept of best practice can contribute to talent management. In order for the organisation to utilise the talent pipeline to be a super achiever, factors such as acquisition, utilisation, development and reward of talent have to be taken into consideration. The first step that should be taken by the organisation is to attempt to streamline its recruitment efforts so that they are geared towards attracting the best talent in order for it to operate viably. Pfeffer (1989, p.65) suggests that companies which are concerned about their competitiveness as well as making profits through people ought to “expend the effort needed to ensure that they recruit the right people in the first place.” In this regard, there is need to create a super ‘fit’ whereby candidates with qualities that meet the expected role standards are recruited in the organisation. Talent is identified during the recruitment exercise and it is my strong conviction that the right person is selected to fill the post within the organisation. Such a move can motivate me to join a particular organisation given that I will be aware of the fact that I possess the right skills and talent to execute the tasks that will be assigned to me. Factors to consider when recruiting employees There are many factors that can be considered when determining the right person to fill the post available in the organisation. According to Baron & Kreps (1999), candidates who display greater talent and knowledge of the of the job ought to be given preference as these can be continually developed to meet the changing expectations of the organisation. This is supposed to be the first stage in recruitment and ultimately retention of talented employees given that the employers are given the opportunity to assess the candidates at face value if they are capable of meeting the demands of the job as well as to establish if they possess interests for that particular job. This stage heralds a complex process that is concerned with choosing the right candidates for the organisation. It is easier to retain a talented employee than the one who is not as going to be illustrated below. Retention of employees Employers can utilise the talent of the employees through implementing various measures. According to Pfeffer (1998), there is need for the organisation to take into consideration the needs of the employees so that they can put optimum performance in their operations. I am also of the idea that if the employee is treated as a valuable asset to the organisation, he is likely to utilise his talents for the betterment of the organisation in the execution of his expected duties. The employee should be given the opportunity to display his prowess in that particular task assigned to him. The employers must also be accommodative to the ideas that may be suggested by the employee such that his talent can be fully utilised for the benefit of the organisation as a whole. Development of employees Acquisition of talented employees is not an end in itself given that there is need to constantly develop these employees so that they remain competent in their operations. According to Schultz et al (2003), organisations operate in a dynamic environment that is constantly changing and in order for them to remain viable, they need to adopt change. On the other hand, the employee ...Download file to see next pagesRead More
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