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Talent Quotient and Developing Human Capital

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your are asked to speak at annual strategic Leadership Conference for power and light company to
1. discuss the Key components that comprise the talent quotient
2. discuss Human Resources role in effectively developing power company human capital .

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Step 1
The power and light company is the electricity utility company. It has been committed to being the best in the industry and delivers low cost electricity and great service. The power and light company is committed to operational excellence and satisfying the country's growing power needs.
In a company there are employees who bring more value to the business than the rest. The high impact employees are pivotal to the company's success. The company's ability to attract and retain pivotal employees is measured by the means of a firm's Talent Quotient. Talent Quotient captures the ratio of pivotal employee joining or leaving a firm relative to all employees joining or leaving respectively. When the TQ is 100 it means the company is attracting or retaining pivotal employees at the same rate at other employees (d).
According to a study the components of talent quotient include communication quotient, organizing & motivation quotient, creativity & accountability quotient, analysis & probing quotient, technical expertise quotient, action quotient, and leadership quotient(e).
Talent quotient is derived from factual data representing employee response to management decisions. The talent quotient can ...

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This solution explains talent quotient and human capital management in a power and light company. The sources used are also included in the solution.

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Human Resources Report

Begin Assembly of Human Resources Report to the Board of Directors

Assemble the reports generated in Units 1-4 into a new, comprehensive report. This step should include aggregation of the following sections:

Title Page
Executive Summary [Placeholder: this is completed in Step 3]
Table of Contents [Placeholder: this is completed in Step 4]
Section 1: Current Human Resources Environment
Section 2: Company's Human Resources Posture
Section 3: Comparator Group Human Resources Posture
Section 4: Company's Human Resources Competitive Position
Section 5: Recommendations and Expected Impact [Placeholder: this is completed in Step 2]
References [Placeholder: this is completed in Step 4]
Appendices [Placeholder: this is completed in Step 4]
Step 2: Recommendations and Expected Impact

Based on the work completed in Units 1-4, develop at least 1 recommendation in each of the areas listed below that are designed to improve the company's competitive human resources position. Be sure to include a detailed description of the recommendation, an overview of how the recommendation would be implemented, and a discussion of the expected impact of each recommendation.

Benefits and Compensation
Employee Relations
Talent Management
Step 3: Executive Summary

Develop an overview (2-3 pages) presenting key points from all five sections of the report. Executive summaries are always included in reports to the board of directors as a courtesy, to allow them to quickly assess the overall report and facilitate discussion. The executive summary should be concise, factual, and professional in tone.

Step 4: Finalize Assembly of the Human Resources Report to the Board of Directors

Finalize assembly of the report, inserting the Executive Summary, Table of Contents, and the Section 5 Recommendations. Make sure the References listing is aggregated from all prior work. The final References listing should be alpha order, with citations in APA format. The Appendices should be ordered to correspond with the final report.

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