Assignment: Current Talent Management Function

Before beginning any talent management initiative, a strengths, weaknesses, opportunities, and threats (SWOT) analysis of an organization’s current talent management function can help ensure the initiative is adding value to the organization. It can also lead to sound decisions and act as a foundation for the initiative. The first step of developing the SWOT matrix involves the collection and evaluation of key data. Depending on the organization, these data might include population demographics, diversity of products, technology, financial footing, legal environment, acquisitions, and regulatory or political climate.

Once the data have been collected and analyzed, the organization’s capabilities in these areas are assessed. In Step 2 of the SWOT analysis, data on the organization are collected and sorted into four categories: strengths, weaknesses, opportunities, and threats. Strengths and weaknesses stem from factors within the organization, whereas opportunities and threats usually arise from external factors.

All papers will have an introductory paragraph that tells us a little about talent management and the use of SWOT, then introduces the company that you are preparing the SWOT for, followed by a section where you will create a minimum of 3 statements in each dimension, internal and external, to be used in each area of the SWOT, for a minimum of 12 statements that align the talent management initiative with the organizational strategy.

There should be a conclusive paragraph that hits the top 2 – 4 key points made in the paper, followed by references that were used for all the in-text citations. Use APA format and draw upon this week’s readings and your research on SWOT analysis.

Resources

Articles/Readings

Johnson, M. (2010). Honing a talent for retaining talent.
Financial Executive, 26(5), 20-24. Retrieved from the Walden library databases.

This article examines the impact that poor hiring and firing practices have on an organization’s success. It also discusses the financial impact that hiring and firing have on an organization.

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King, J. (2010). IT Careers 2020.
Computerworld, 44(16), 14-19. Retrieved from the Walden library databases.

Note: Only read the segment on p. 17 that is title, “IT Job Seeks Need Not Apply.”

This article explores a new approach to recruiting talent. Organizations today are looking for talent capable of having multiple career paths, rather than just hiring for the specific position.

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Ready, D. A., & Conger, J. A. (2007). Make your company a talent factory. Harvard Business Review, 85(6), 68-77. Retrieved from https://hbsp.harvard.edu/tu/24db8ee5
The authors of this article present information found from an international survey on organizations that are satisfied with their talent pipeline. This article presents information on how organizations can overcome the struggle that some still face in building a successful talent pipeline.

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