Action plan for Talent Management at LMSD

Action plan for Talent Management at LMSD
Talent management refers to a set of activities designed to systematically attract, motivate, develop and retain talented and productive employees (Conger & Fulmer, 2003). The primary objective of talent management is to create high performing and sustainable workforces capable of meeting the organization’s operational and strategic goals. It is suggested that LMSD adopts a multi-step action plan for managing its talent. The first step is the identification of organizational goals and priorities. This step will help in determining the specific talent that needs to be hired and nurtured. The second step is the identification of challenges and drivers that could influence the ability to achieve the organization’s talent management goals. These could include things like trends in the job market, changes in legislation and introduction of new technologies. The third step is gap analysis, which involves comparing the organization’s current talent needs and future needs.
Based on the goals, gaps and challenges identified in the previous steps, the next step is to develop human resource (HR) strategies for supporting the organization’s goals. HR strategies should be able to result in tangible benefits to the organization. This step will also include an inventory of the strengths and weaknesses of the previous and current HR strategies to determine how new ones will be developed. The next step involves measuring of results and communication of successes (Handfield-Jones, Michaels & Axelrod, 2001).

It is important to measure and assess the effectiveness of the talent management process so as to determine if the desired objectives are being achieved. Accordingly, relevant metrics should be used to report on the success and progress of the process. My role in this process will be that of a talent manager. I will need skills in human resource and performance supervision to manage talent effectively.
References
Conger, J. A., & Fulmer, R. M. (2003). Developing your leadership pipeline. Harvard Business Review, 81(12), 76-84.
Handfield-Jones, H., Michaels, E., & Axelrod, B. (2001). Talent management: A critical part of every leader’s job. Ivey Business Journal, 66(2), 53-58.