Response to LaTanya Gandy 

Hi LaTanya, great line of thought over there, I agree with you that for the talent management program to succeed, the cover attracting, developing, engaging, leveraging, and retaining top talent should all function effectively (Cappelli, 2009). One challenge with talent management is resistance from the employees. When an organizational change occurs, not all employees will be comfortable with the change. Some employees may prefer the old talent management function while the organization prefers changing the function (Scott et al., 2010). This is a major reason why an employee can leave employment without having found another job including others such as lack of development.

References

Cappelli, P. (2009). Talent on Demand–Managing Talent in an Age of Uncertainty. Human Resource Management International Digest, 17(6).

Scott, J.C, Rogelberg, S.G., Mattson, B.W., Silzer, R., & Dowell, B. E. (Eds.). (2010). Strategy-Driven Talent Management: A Leadership Imperative. Chapter 12 Managing and Measuring the Talent Management Function (508-547), San Francisco, CA: Jossey-Bass.

Response to Chad Gabbidon 

Hi Chad, great work over there, many organizations fail to perform to their full potential due to lack of top talents. When this happens, an organization may decide to change the talent management function but there are challenges such as employees’ resistance. When the top management is not in support of a change in an organization, it is difficult for the change to have any effect (Cappelli, 2009).  Making organizational can lead to employees leaving employment without having found another job. Employees should be involved when such changes are being made especially in the decision making process (Silzer, 2010). .  In addition, lack of engagement can make an employee leave.

References

Cappelli, P. (2009). Talent on Demand–Managing Talent in an Age of Uncertainty. Human Resource Management International Digest, 17(6).

Silzer, R. (2010). Strategy-Driven Talent Management: A leadership Imperative. San Francisco, California, United States of America: Jossey-Bass.

Response to Shanna Guillen 

Hi Shanna, great piece of thought over there, I agree with you that attempting to realign an organization with its mission, vision, and goal requires significant change and planning. Change is always resisted everywhere especially since it interferes with employees routine (Cappelli, 2009). If a talent management function is changed is poorly executed, there will be negative repercussion snot only in the short run but in the long run. Employees may leave which will affect productivity and talent retention. In addition, employees can also leave if they are not satisfied in their current job. Satisfaction is important for the well being of the employees and also for their productivity (Silzer & Dowell, 2010)

References

Silzer, R. &. (2010). Strategy-Driven Talent Management: A leadership Imperative. San Francisco, California, United States of America: Jossey-Bass.

Silzer, R., & Dowell, B. E. (Eds.). (2010). Strategy-driven talent management: A leadership imperative. San Francisco, CA: Jossey-BassBottom of ForBottom of Form

Do you need an Original High Quality Academic Custom Essay?