Sustainable Talent Management Essay Example | Topics and Well Written Essays - 1750 words

Sustainable Talent trouble - Essay ExampleA good work environment, proper relationships and effective compensation are among the preferred and effective motivational strategies which are commonly used by managers and constitutional leaders to upraise implementation (Seiden & Sowa, 2011). The contemporary work environment is characterized by diversity and influence by the forces of globalization, the two factors which are argued to be justification for effective performance management swear outes. This paper presents the concept of performance management with a minute review, analysis and discussion of the process of managing employee performance, the review of gift, the global aspects of talent management and recommendations for a sustainable process of talent management. Performance Management Process In the cardment of employee talent, the process of performance management is ofttimes employed. Performance management process is described as a specific methodology through w hich the inclination of an organizational management is executed with a purpose of ensuring that all elements deep down the organization are working with a common focus of meeting organizational objectives and goals (Moczydlowska, 2012). Performance management process also plays an authorized role of ensuring optimization of the strategic goals of an organization (Agbola, Hemans & Abena, 2011). The elements or component of the organization which are involved in performance management process include the departments within the organization, talent or human resource, work processes and activities and groups and police squads (Ahmadi, Ahmadi & Abbaspalangi, 2012). hence the most effective design of performance management process that is recommended for measurement of employee talent is that which is designed with a view of incorporating all organizational components with a sole purpose of optimizing the overall performance of the organization. Employee talent is commonly measure d in terms of current performance and potential for future performance (Seiden & Sowa, 2011). This process involves some(prenominal) activities which are aimed at measuring the propensity of an employee or talent to become productive and beneficial for the organization (Glykas, 2011). Firstly, the goals of performance management and measurement of talent are set. The goals of talent measurement relates to the anticipate outcomes that are expected to emanate from the process of determining the performance of talent. Secondly, standards are set by the management which is used to measure the results and work outcomes or outputs of organizational talent. These standards act as a guideline or framework within which the work activities of the employees are measured (Moczydlowska, 2012). This means that failure to meet the standards reflects that the performance of talent is below the expectations of the organization. Thirdly, the develop of talent towards the achievement of the preset goals is done. This process represents the role of organizational lead or management team (Durovic, 2012). Fourthly, feedback is presented to the talent on their performance including the decisions that are reached by the management as motivated by the talent measurement outcomes. In the contemporary business environment, performance management software applications are used to enhance the process of talent measurement to ensure effectiveness and accuracy. Talent Pools and Review In the management of talent, the leadership and management team within an