Talent Management Case Study: Alliance Data

1185 Words 5 Pages
In light of Vision 20/20 and future company goals, effective talent management is vital more than ever in order to meet the needs and endure the changes of the growing organization. Given that its talent pool is indispensable in achieving these goals, this entails the importance of nurturing talented staff, keeping them engaged and committed, relentlessly communicating the mission, vision, and goals, and recognizing the value of their work. Based on the information gathered, Alliance Data currently has systems in place which do a great job of managing its talent however there remains challenges which may impact the implementation of its plans. The systems in place already serve as a great foundation and the recommendations which will be made …show more content…
It is subject to budget and time constraints that cannot be easily changed. Another disadvantage it faces is its overdependence on college graduates as a means to meeting employment needs. Since information on turnover rates was not disclosed, it is difficult to assess whether there is a shortage of upper-management employees or employees beyond entry-level. The key to attracting prospective employees beyond entry-level and college graduates is to develop a stronger employer brand. Alliance Data should exploit the opportunity to convey the culture and the exciting changes going on at the company. As a firm specializing in marketing campaigns, it therefore has to draw on its marketing strengths and knowledge to reach out to potential employees in spite of its budget and time limitations. As discussed in class, technology is changing the way business is done and is definitely becoming more prevalent as a tool which can aid in the different stages of talent management. Since Alliance Data has its preferred list of universities, it could focus its efforts on these schools and narrowing a list of universities could also save on costs. An example of …show more content…
As previously mentioned, it currently does a great job of recognizing hard work through the Pass it On program and “Care More, Be More,” and the prestigious President’s Circle awards, however the organization is working towards long-term goals therefore it is important to keep its talented employees committed. One needs to consider if the efficacy brought by the prizes from Pass it On is short-lived. Another possibility is that the process of accumulating points to claim a prize in the Pass it On is too long and employees become impatient. Constant turnover is highly detrimental and counterproductive to the attainment of Vision 20/20. When talented employees leave, one does not realize that what goes away is not just the person itself but one’s great ideas and exceptional work ethic. Although Alliance takes countless opportunities to communicate its vision. mission, and values in the workplace, it is actually very costly having to introduce and familiarize new employees with these concepts and get them up to speed in working towards the company goals. By introducing a variety of incentives attached to different levels of achievement, not only does it serve as form of feedback to employees but employees will feel that their contribution matters. Incentives do not necessarily have to be in the form of compensation. For example, since

Related Documents