Human Resource-Staffing or Talent Management - Essay Example

The paper shows that it is worth paying these individuals what they are worth or what they demand from you if you want to attract them to work for you. Quite possibly because of their reputation for producing results, they are being targeted by headhunters and competitor organizations in the industry. So giving them the kind of compensation and benefits they want- of course within reasonable limits- coupled with a free hand in running most things will attract them to the organization (Berger & Berger, 2003, 35).

Of course, we do not want a clash between two or more top performers, so budgets and areas of operation and control have to be carefully delineated, with the CEO making decisions if there is an impending conflict. Quite possibly a performance bonus or sweetener has to be offered if they are involved in an organizational turnaround, with stock options in tow.Developing a talent inventory for the most promising individuals in the organization and giving them ample opportunities to be responsible as well as get training, learning and development will help prepare a talent pool from within the enterprise itself.

It is best to put such individuals under direct reporting of the top-performing individuals so that a talent pool is developed that could be used in case the top performer resigns, dies or is lured by a competitor.Responsibility for the Talent Management function lies with the HR department and I will do my best to employ this principle where I work.Treating HR as a Business Partner helps align business strategy with HR plans.There should be uniform and transparent procedures for performance evaluation and rewards.

Strategic manpower planning should be part of the HR annual review with the CEO.A talent inventory for promising employees helps identify and develop individuals with skills needed in specific or different areas of the organization.These talented individuals must be nurtured and developed through training and development on the job in preparation for taking up senior roles.Talent inventories help immensely when top management is searching for individuals within the organization for filing vacant or new slots (Berger & Berger, 2003, 64).

Keeping an eye on the market and the top-performing individuals in different areas of the industry can also help in filling important positions from outside if relevant talents are not available within the organization.The use of headhunters and business intelligence can be invaluable in recruiting talent from competing organizations.Despite the best-laid plans, a talented individual can leave abruptly and there must always be a backup or succession plan in place to fill up important positions.

I think that the best single practice I have learned in this regard is to be prepared and it is always best to have a succession plan or backup plan in place in case important individual leaves the organization. This is possible if one keeps an eye on what is happening in the industry from time to time.