Team Talent Management at Candlelight Company - Assignment Example

It is important to have a talent management team in a company to oversee the team's operations and well-being. The talent management team will first seek to identify existing employees with exceptional talents and skills that are compatible with the organization’s mission and vision. This group is important since it already has a vast knowledge of the company’s operations. Due to the familiarity in the organization, they can act as group leaders to other employees and assist in settling new employees down. The second step would be identifying existing employees with potentially unutilized talents that can be perfected with minimal effort. Just like the predecessors, this group also knows the company’s operations. According to Wellins, et al, “hiring for the right skills is more efficient than developing those skills” (p.8). Therefore, the talent team’s next task would be to fetch external talents that are in correspondence with the company’s objectives and vision. This group is significantly important since it brings in new ideas that can be useful to the company’s success.

On acquiring the right and reformed workforce, the next task would be coming up with mechanisms to retain the newly reformed talented team. There have been poor communication channels linking the management with the employees. With the recent management changes, there is room for improving internal relations within the company. In a bid to improve internal relations, each department can have team leaders from among the employees, with each team having a manageable number. The leaders should be selected by the employees to ensure the honesty and comfort of employees while giving their opinions and ideas to the team leaders. The leaders should frequently host meetings with their specific groups and later on meet with the management team to discuss emerging issues and new suggestions. The forum should be open without fear of intimidation to allow for an honest and efficient discussion. This would significantly improve the company’s internal relations thereby boosting employee morale. In addition, there should be at least two meetings in a year comprising the entire company, as this would reduce the gap between the leadership and the employees.

1. Business Unit Acquisition
The Company is currently in the process of acquiring a key business unit from a competitor. The addition of the business unit will increase the company’s presence and market share in South America. The unit includes approximately 750 employees and a manufacturing facility.

The partnership with European companies and new business unit acquisitions would bring better results after the workforce reforms. The new and streamlined Candlelight Company will offer a better environment for the business unit and with the new mechanisms it would be easier to monitor its progress. With the strong relationships between workers and the leadership, the new unit would be easily adopted thereby corresponding with other existing units including the improved human resource department. The new business unit’s workforce should comprise new workers, already existing Candlelight workers, and several workers from the competitor's company since they are more familiar with the unit’s operations. A new business unit, unlimited finances, a global footprint, a new innovative CEO, and a motivated workforce among the other company’s strengths, are certainly enough ingredients to attain Candlelight’s success.

In conclusion, talent management teams are important to any company’s success therefore should be on every company’s target objectives. For excellent performance, healthy internal relations are important and therefore all companies ought to facilitate healthy relations.
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