Question:
You are required to answer the following essay question
According to O’Reilly and Pfeffer (2000:77), remarkable success ‘comes from capturing the value of the entire workforce, not just a few superstars.’ Critically evaluate the merits and drawbacks of adopting an inclusive approach to talent management.
Criteria for Assessment
The breakdown of the marks will be as follows:-
Nature of the topic(s) 10%
Literature Review 30%
Analysis & Discussion 35%
Conclusions & Recommendations 15%
Presentation & References 10%
Solution/Answer:
Introduction
According to O’Reilly and Pfeffer (2000:77), remarkable success comes from capturing the value of the entire workforce, not just a few superstars. This view is grounded in the belief that all employees have valuable characteristics or talents that can collaboratively be used to harness the productivity of an organization. Adopting the definition of Collings and Mellahi (2009) talent management include the activities and processes and process involving a systematic identification of fundamental positions which differentially contribute to a competitive entity advantage. This is in line with Tansley (2011) definition who noted that talent management is an approach involved in the development of a talent pool of high potential and high performing incumbents for filling their roles and establishment of a differentiated HR architecture. Two types of talent management are in existence which includes exclusive and inclusive talent management. Exclusive approach involves singling out a few high-potential employees knowingly or unknowingly designated as successors for leadership positions (Tarique & Schuler, 2010). This is as opposed to an inclusive approach that tends to include all talents to fit in the organization. Taking into account this background, this paper evaluates on the merits and drawbacks of adopting an inclusive approach to talent management.
Literature Review
According to Iles et al. (2010), the inclusive talent management is critically grounded on the assumption that all employees are characterized by a valuable quality that can be adopted in an entity productively. This is echoed in Swailes et al. (2014) definition of inclusive talent management as recognition and acceptance that all the employees possess unique talents and as such establishing reliable approaches to evaluate and deploy them in positions that offer them the best fit and opportunity for employees using the talents. It is in this light that Meyers and Van Woerkom (2014) argued that the primary purpose of inclusive talent management is bringing out the best in all employees and offering them with an ideal opportunity of exercising their overall potential in their roles. Hence, on the basis of the information sourced from the authors, it is evident that through inclusive talent management, this leads to eliciting of the best in all the employees in the realization of their full potential at workplaces. These findings are in line with Al Ariss et al. (2014) study that noted that it is essential to note that inclusive talent management tends to acknowledge the potential of the employees possessing relevant talents that fail in fitting specific organization. Hence, as a best practice in the implementation of talent management, organizations ought to offer relevant assistance to the employees to source more suitable employment in other areas to ensure their talents are not wasted. Additionally, Iles et al. (2010) noted that inclusive talent management is comprised of a collection of typical human resource practices, functions, diverse………………………………………………………………………………………………………………………………………….Please contact us to receive guidance, support and tutorial services on this assessment based on your instructions and the organisation background
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