Talent Pipelines

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Recommended: Importance of talent management in an organization

It is essential for organization to hire the right mix of people for their organization to run efficiently and effectively. All positions hold the key; even though every position is not that of an executive or manager. According to Silzer and Dowell (2010), whether a company succeeds or fails is determined by its talent. This writer believes with the global and technological expansion of the 21st century talented people will always be in demand. …“Collins (2001) suggests that having the right people comes before having the right strategies” (p. 3); as a result, this writer believes that organization will remain competitive with their internal and external quest for talent.
To become or remain competitive for talent, organizations need to develop well thought out plans to identify access, develop and build sound strategies and procedures. Leadership on one end (internal) is task oriented, emphasis given to roles on planning, budgeting, decision making, and communication. Highlighting the importance of its talent (people) by creating strategies to select, train, and develop the talent, focusing on building and guiding the talent to achieve organizational goals.
On the other end (external), leadership focuses on the task of achieving organizational goals by creating a brand and legitimizing the organization. The talents (people) are used to move the organization to the next level, improving the organization position and competitive ability. Highlighting the significance and contributions of a talent pipelines importance by developing the well-designed maturity and professional competencies as it relates to the community and the organizations business plan (Hansenfeld, 2010).
The investment of time, money and commitment are es...

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...luence quitting. Academy of Management Journal, 52(3), 545-561.
Retrieved from Business Source Complete database
Greenberg, H., & Sweeney, P. (2010). Invest in your best. T+D, 64(7), 56-59. Retrieved from

Business Source Complete database.

Hansenfeld,Y. (2010). Human servicers as complex organizations (2nd ed.). Thousand Oaks, CA:
Sage Puplications, Inc.
Joyce, L. (2010). Building The Talent Pipeline: Attracting and Recruiting the Best and
Brightest. In R. S. Dowell, Strategy-Driven Talent Management (p. 130-158). San
Francisco: Jossey-Bass.
Silzer, R.F., & Church, A.H. (2009). The pearls and perils of identifying potential. Industrial and Organizational Psychology: Perspectives on Science and Practice, 2(4).
Silzer, R., & Dowell, B. E. (Eds.). (2010). Strategy-driven talent management: A leadership imperative. San Francisco, CA: Jossey-Bass.

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