The resources are provided below under the assignment. Thank you. Gaps in Talent In order to develop talent, an organization must first identify a gap in the talent pool. This may be an existing or anticipated gap consistent with the long-term strategic objectives of an organization. Once the talent gaps have been identified, these and other questions may be examined: How might we select potential talent that might fill these gaps? What are the different evaluation methods for recognizing talent? What are the strengths and weaknesses of these evaluation methods? For this Application, suppose you have been asked to develop a talent management initiative for identifying gaps and recognizing talent. With this in mind, respond to the following in a 2- to 3-page paper including topic headers: • What are some techniques an organization might use in identifying gaps in talent? • Are multisource assessments (the ratings assigned by supervisors, peers, and employees) a good method for recognizing gaps in talent? Why or why not? • Compare the strengths and weaknesses of a multisource assessment to another evaluation method of your choice. Justify your answers with references to the literature. Required Resources Course Text Silzer, R., & Dowell, B. E. (Eds.). (2010). Strategy-driven talent management: A leadership imperative. San Francisco, CA: Jossey-Bass. • Strategy-Driven Talent Management: A Leadership Imperative o Chapter 11, “Building Functional Expertise to Enhance Organizational Capability” This chapter examines the concept of functional expertise of individuals. It discusses building functional expertise in order to enhance organizational capability. Articles/Readings • Davenport, T. H., Harris, J., & Shapiro, J. (2010). Competing on talent analytics. Harvard Business Review, 88(10), 52-58. Retrieved from Business Source Complete database. This article discusses the use of analytics in organizations. The article posits that the use of data can potentially help organizations gain a competitive advantage. • O’Neill, H. (2010). New potential in reach for succession technology. Workforce Management, 89(8), 8. Retrieved from Business Source Complete database. This article discusses current technology available to help organizations analyze their talent. In addition, it looks at the possible future direction technology may take in succession planning. • Pace, A. (2010). Talent management gaining inches? T+D, 64(8), 18. Retrieved from Business Source Complete database. This article examines talent management measurements. It states that few organizations measure their talent management initiatives, even though those that do often outperform their competitors.
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