Upon researching how to best launch a complete, fully functioning talent management program that will drive workforce success, I was able to find eleven other valuable reference sources to complement our course text in aiding my attempt to find a viable solution for a company like Berkshire Hathaway Inc. I have listed all intended reference material that I have found thus far, but will be specifically be reviewing and discussing five scholarly articles and two contemporary articles as well as our course text sections that are relevant to understanding how an organization can create a sustainable competitive advantage by selecting, developing and retaining top talent.
In my proposal feedback I was asked to make sure I tied my project to a specific …show more content…
Something that stuck out to me in this article that I would like to explore is the challenge of creating a value proposition that appeals to multiple generations. With four generations in today 's workplace, most companies are struggling to create an employee experience that appeals to individuals with diverse needs, preferences and assumptions (Erickson, 2008). The four areas I proposed I would like to focus on includes: strategy design, selection, training and development, and retention. This article confirms the importance of focusing on these areas as it spells out challenges faced by organizations include the failure to develop a robust pipeline. This confirms I need to focus on selection and recruiting strategies. The article states that another challenge is that it 's relatively straightforward to identify and assess experts in specific functional or technical arenas, but much more difficult to determine whether those individuals have the people skills, leadership capabilities, business breadth, and global diversity sensibilities required for the nature of leadership today (Erickson, 2008). This is another confirmation that I am going in the right direction exploring the importance of a training and development strategy in my …show more content…
They feel that succession planning and management are critical parts of strategic planning in the twenty-first century. Making certain that the right people are in place with the prerequisite training and experience to assume leadership positions is a vital part of strategic planning and talent management in libraries that rely on teams of people working in flatter structures and greater accountability (p. 587). Pre-requisite training is what stuck out to me at first glance with the journal. We talked about mentor programs during our models and this would tie in nicely when I expand upon, employee development. This particular journal will allow me to explore a specific model called The Dreyfus Model of skills-acquisition. I believe this is an excellent place to explore my question in regards to having a one fit formula for strategic planning. I will explore this model and see if it can realistically be applied to an organization like Berkshire Hathaway. I also can take this as an opportunity to do a comparison analysis of the reference material pertained to the U.S army. Will these theories allow for minimal adaptability in three very different fields although they are all deemed successful in their own
In my proposal feedback I was asked to make sure I tied my project to a specific …show more content…
Something that stuck out to me in this article that I would like to explore is the challenge of creating a value proposition that appeals to multiple generations. With four generations in today 's workplace, most companies are struggling to create an employee experience that appeals to individuals with diverse needs, preferences and assumptions (Erickson, 2008). The four areas I proposed I would like to focus on includes: strategy design, selection, training and development, and retention. This article confirms the importance of focusing on these areas as it spells out challenges faced by organizations include the failure to develop a robust pipeline. This confirms I need to focus on selection and recruiting strategies. The article states that another challenge is that it 's relatively straightforward to identify and assess experts in specific functional or technical arenas, but much more difficult to determine whether those individuals have the people skills, leadership capabilities, business breadth, and global diversity sensibilities required for the nature of leadership today (Erickson, 2008). This is another confirmation that I am going in the right direction exploring the importance of a training and development strategy in my …show more content…
They feel that succession planning and management are critical parts of strategic planning in the twenty-first century. Making certain that the right people are in place with the prerequisite training and experience to assume leadership positions is a vital part of strategic planning and talent management in libraries that rely on teams of people working in flatter structures and greater accountability (p. 587). Pre-requisite training is what stuck out to me at first glance with the journal. We talked about mentor programs during our models and this would tie in nicely when I expand upon, employee development. This particular journal will allow me to explore a specific model called The Dreyfus Model of skills-acquisition. I believe this is an excellent place to explore my question in regards to having a one fit formula for strategic planning. I will explore this model and see if it can realistically be applied to an organization like Berkshire Hathaway. I also can take this as an opportunity to do a comparison analysis of the reference material pertained to the U.S army. Will these theories allow for minimal adaptability in three very different fields although they are all deemed successful in their own