The Value Of Talent By Janice Caplan Analysis
'The Value of Talent' by Janice Caplan explores a new strategic and inclusive approach to talent management which gives a competitive advantage to the organisations in this dynamic and unpredictable business world. The author sets out different strategies and ways to leverage the capabilities of the individuals for current as well as the future needs of the organisation. The author explores various facets of talent management and provides guidance for developing talent strategies for an organization. The Integrated talent management framework suggested by the author has four components: Assess, Develop, Deploy and Engage. The author also links various functionalities within HR like recruitment, learning and development, performance management
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In our opinion, the outcomes of the first step, i.e. performance management system can be cascaded into development stage of the talent management. For instance, in professional services firms, the moderator collects the feedback from different sources – be it supervisors, peers, subordinates and reviews the feedback before presenting it to the employees, which is used for developmental purpose. The author stresses on the two principal methods of development- development centres, which is traditional tool and online profiling. The author tries to bring out the differences between the assessment centres and development centres; where assessment centres are used for assessing the suitability for the jobs while development centres are used to develop the skills as desired by the …show more content…
. In the article 'Fostering Employee Involvement and Engagement through Compensation and Benefits' in 'Talent Management Handbook', Ledford argues that engagement can be achieved by 'Employee Involvement' which can be in the form of suggestion, job or high level involvement. High Involvement, which includes power sharing, knowledge sharing, skill building and rewards is required of the knowledge workers. Suggestion Involvement, in our opinion, can be implemented at all levels and job involvement is important for high performers with low potential (Performance vs Potential matrix). According to Harvard Business Review, the employee engagement can be mapped into a matrix of perceptions, i.e. how people perceive their jobs and how people behave at work. The perceptions of the employees were gauged on various factors like culture, advancement, job function, management, total rewards and company leadership. Author also emphasizes the importance of shared values in the achieving engagement. According to us, this is important as employees need to feel affiliated to the organization. In this regard, we would like to highlight an initiative taken by Infosys. It has launched ‘InfyPark’, a gamified platform to educate the employees about the values and culture of the organisation. It helps in achieving the goals and also gives employees a chance to have
In our opinion, the outcomes of the first step, i.e. performance management system can be cascaded into development stage of the talent management. For instance, in professional services firms, the moderator collects the feedback from different sources – be it supervisors, peers, subordinates and reviews the feedback before presenting it to the employees, which is used for developmental purpose. The author stresses on the two principal methods of development- development centres, which is traditional tool and online profiling. The author tries to bring out the differences between the assessment centres and development centres; where assessment centres are used for assessing the suitability for the jobs while development centres are used to develop the skills as desired by the …show more content…
. In the article 'Fostering Employee Involvement and Engagement through Compensation and Benefits' in 'Talent Management Handbook', Ledford argues that engagement can be achieved by 'Employee Involvement' which can be in the form of suggestion, job or high level involvement. High Involvement, which includes power sharing, knowledge sharing, skill building and rewards is required of the knowledge workers. Suggestion Involvement, in our opinion, can be implemented at all levels and job involvement is important for high performers with low potential (Performance vs Potential matrix). According to Harvard Business Review, the employee engagement can be mapped into a matrix of perceptions, i.e. how people perceive their jobs and how people behave at work. The perceptions of the employees were gauged on various factors like culture, advancement, job function, management, total rewards and company leadership. Author also emphasizes the importance of shared values in the achieving engagement. According to us, this is important as employees need to feel affiliated to the organization. In this regard, we would like to highlight an initiative taken by Infosys. It has launched ‘InfyPark’, a gamified platform to educate the employees about the values and culture of the organisation. It helps in achieving the goals and also gives employees a chance to have