Talent Development for Sustainability Essay Example | Topics and Well Written Essays - 2500 words

Talent Development for Sustainability - Essay ExampleAt the analogous time, an organizations ability to manage friendship becomes a critical factor in improve productivity of the pooled giving. Questions of all time arise on the interrelatedness of talent using and knowledge vigilance. The two ar undoubtedly independent, but there has to be interplay for an organization to post consistent success. One thing that should be under(a)stood at this point is that knowledge management is derived from historical engagements and experiences and remains put in an organization. On the other hand, talent management practices maybe defined and consistent but actual talent as represented by certain employees will continually change as people come and progress the organization. Irrespective of these differences in practice and form the two are major determinants of organization success. In this study, talent development and knowledge management will be evaluated and their place in determin ing organization success. ... though different, these two definitions express knowledge management as a lifelong organization activity which seeks to delay organization effectiveness (King, 2010.p.4). The basis of such efficiency is past knowledge and experiences which are utilized to moderate the organizations current and future situations are improved. On the other hand, talent development is a concept under talent management which encompasses assessing, developing and deploying the right people with the right skills into the right jobs (Galagan, 2011.p. 2). Talent management and development has its root in the McKinseys War for Talent study which highlighted recruitment as the number whiz concern for business leaders (Caplan 1). Looking at the definitions, it is easy to look at talent management and development as the most crucial aspect of an organization. This is mainly because it determines the people in an organizations fold and their different abilities. However, an organ ization that seeks growth must seek to be efficient. Efficiency is not always determined by the caliber of employees (talent) but is also defined by the organizations coordinate and culture. It is in the latter that knowledge management assumes the greatest importance. This is because overtime, an organization has learnt crucial lessons on that which works and that which does not. finished managing these experiences an organization is able to cultivate the right attitude, develop the appropriate culture and maintain a fur-bearing management structure and employee approaches. The repository for these experiences is the knowledge management system. The process of knowledge management involves acquisition, creation, refinement, storage, transfer, sharing, and utilization (White, 2008.p.4). The knowledge