Talent Pool Management and Engagement Research
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"Talent Pool Management"
1. Synthesize the key characteristics of effectively managed talent pool leaders. Justify how you would initiate and maintain this talent pool of potential leaders. (Please add references)
"Engagement Research"
1. Discuss an approach to engagement research that would encompass the necessary components to your profession or industry as an administrator. Itemize the areas that must be considered in the future talent pool and how one would design research that answers these questions. (Please add references)
Note: These are discussion questions not an assignment. Also please note that my professor tried to overload our discussion questions but she realize what she was doing and corrected the problem so I am sorry about the last posting.
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Solution Summary
The talent pool management and engagement research is examined. The approaches to engagement research are given.
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Talent Pool Management
To begin, the term "talent" must be clearly defined. Brusman (2001) stresses the importance of individuals to be able to learn required skills. McDonnel et al (2010) include the attributes of cognitive ability and leadership potential. McKinsey recommended that 10-20% of talent pools be comprised of managerial staff. Effron and Ort (2010) found that the lack of future leaders within an organization is caused by the lack of successful succession planning. Beheshtirar and Kamani-Ford (2013) support this assertion by stressing the importance of talent management, defined as the process of identifying individuals who possess potential attributes that qualify them of being a leader in the future. These authors also identified an effective talent pool as being the key to a company maintaining a competitive advantage.
In order to initiate a talent pool, members of management who possess the required attributes must be identified. "Expanding the talent pool requires looking at the talent that is available and identifying comparable skills that will meet business needs" (Beheshtirar and Kamani-Ford, 2013). Some of these traits include charisma, being an exemplary communicator, and commitment to the organization. An assessment of the existing needs of the company must also be established (Stoddard & Wycoff, 2009). "When selecting the right "peg" (leader) for the right "hole" (company) it helps to know the ...
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