Sample HR Management Paper on Managing Talent and Leadership Development

Managing Talent and Leadership Development

Talents are the most important components that organizations can utilize to their advantages. Employees are endowed with diverse talents. Therefore, the act of managing some of the talents employees possesses leads to a crisis in many organizations. This is because some managers feel threatened for the success and increased popularity of their juniors. Most of them will try and introduces some limitations so as to discourage employees from exploring their full potential. Leadership development in business entities is another issue that is vital for the succession and business continuity. Some entities have collapsed due to lack of good plans in succession matters and lack of proper guidelines in promoting leaders. Thus, the wrong criterion is used to select the manager an action that is detrimental to the welfare of the entire firm. This paper focuses on the management of talents and headship development.

In this section, the paper will expound on the two issues at hand which includes talents and development of future leaders in the corporate world. A leader must exhibit some characteristics such as honesty, trustworthiness and diligence so as to win the support of the employees. This means that there is need to develop a process through which training leaders and developing their talents is actualized. Without doing this, the entity will be headed to extinction in the sense that it does not have qualified staff who can head the operations of the entire industry. A talent is an ingredient for successful leadership endeavor where the tasks carried out requires creativity and innovative service delivery. The end results would be improved efficiency. In order to engage in the development process, an identity must have an identification programs that establishes employees’ talents and leadership capabilities. These processes will be discussed into details below.

According to Aitken, leadership skills are instilled through an intensive process. Some of the skills may be acquired through participating actively. However, new leaders depend on assistive programs that instill knowledge. Practicing this knowledge presents some challenges to individual leaders (Aitken, 2015). The identification process takes the following steps. First, the entity engages employees in role playing in various sectors. At this point, employees are subjected to the performance of roles that are beyond their qualifications or stretch them to extreme limits. Those workers that are able to maneuver their way out or emerge successful are shortlisted for development or empowerment. They will undergo training which will place them at an advantageous position to assume leadership role. Talents also come in at this point where individuals exhibit diversity in finding solution to prevailing problems. Denning suggested that workers be engaged fully in the administration of various tasks in the entity to explore their talents. It insinuates that leaders ought to be aware of the prevailing circumstances and issues that the organization is grappling with. Background information is essential not only to decisions makers but also to workers as they are able to trace the progress of an entity (Denning, 2014). However, talents should be limited to ensure that they do not lead to negative outcomes such as losses. Employees with talents should act in a responsible way to ensure that they do not lead to inconveniencies. Some businesses have suffered from excessive delegation where employees exercise uncontrolled talents (Elkeles & Phillips, 2013). It is evident that leadership is an important aspect of organizational life. However, there is a growing concern regarding shortage of talented individuals to lead high-performance teams. There is need to illustrate the factors for potential problem about the endeavor to invest managing efforts into a single successor.

Meanwhile, leadership gap is a significant shortfall between existing and forecasted control capacity. Despite the fact that the issue is not new, coaching and monitoring aspects are still to be identified. Team management requires talented individuals to be able to harmonize and deal with group dynamics (Harris, 2014). It is true that members within a group demonstrate diversity in terms of social proxy and capability to motivate and mobilize workers to contribute towards organizational goal. Various groups are formed in an organization as stipulated by Iles. They include formal, primary, informal and primary groups (Iles, 2013). Formal group comprises of individual tasked with the execution of specific roles in the entity. Thus, it acts and conducts its businesses within the organization framework and legal provisions. An informal group on its side is a congregate of people without specific purpose. Therefore, many ideologies exist amongst members who may either facilitates or inhibit success. In the recent past, informal groups have been used to foster success and change the culture that is detrimental to such endeavors. The introduction of change to organization is met with equal resistance by employee and managers hence the utilization of informal groups may help avert the ordeal and avoid negative results. Secondary and primary groups come about as a result of people or individual interact on day to day basis or regularly. This means that they develop attraction and affection amongst themselves an action that leads to the structuring of a group. All the groups are led by an influential leader who affects the decision making process and the manner in which discipline is maintained by members (Hatum & Preve, 2015). This indicates that he or she must have the necessary qualities skills to perform all the duties to the letter.

  1. Role of Group Leaders

Group leaders have a lot of roles to play to ensure that all things go well in the business premises. The first role they conduct is to harmonize the ideals ad activities of the group. This is possible through allocation of duties to members as well as controlling the interaction between individuals. This is brought out by one of the authors going by the name Ryan. He stressed that leaders must have the minimum qualities of controlling and monitoring relationships (Ryan, 2014). The second role is to direct and observe the behaviors of members. Though this he or she will be at a better position to guide and instruct members. If one member defects from the group, he or she goes through a disciplinary process to curb the vice. It infers that group leaders have the capability to detect change in behavior. The next role is to offer support and encourage members to work to meet their set goals. At this point, the idea of leadership comes in. We have several kind of leaders in business entity. They include democratic, authoritative, dictatorship and influential. The kind of leadership strategy imposed on the population or workers motivate or discourage active participation (Iwowo, 2014). In situations where leaders rule with a fist hand then the subjects are more likely to register bad results due to the reduced space of exercising freedom. Democratic administration ensures that each unit in the entire firm is involved in planning and brainstorming when challenges arise. Due to the nature of the relationship brought forth by the strategy, members feel at ease to render their ideas and inventions. This will move the firm to higher levels in the sense that the services customers’ accesses are customized to meet their individual needs and wants. Satisfaction is the most important aspect of sales an organization can render to successive clients.

  1. Talent and Leadership

Talents can be termed as inherent skills that are unique as observed from one creature to the other. They range from ability to solve issues to coming up with new and unique ideas that are workable. If some of these ideas are put into action, the entity will be better placed in terms of Innovation and customer oriented services. This will significantly affect the way individuals and groups behave and act in regards to application of funds and organization resources. An example of talents includes solving complex mathematic at ease and playing football, netball or any other games. In some cases, firms engage in talent development for workers I diverse areas such as sponsoring a football club. These clubs’ popularity will raise the firm’s customer base due to the association hitherto. Thus, it is paramount to engage an organization is such activities as they help build up consumer base (Kets & Korotov, 2013). Leaders who possess talents are able to steer the firm to greater heights in terms of profit maximization and social efficiency in production or selling endeavors. Such leaders are very rare in business entities and should be retained at all cost so as to have them mobilize fellow workers to toil to meet required or set results. We can therefore say that talents determine effectiveness and efficiency of leaders both in the short and long run period. At the same point an idea of corporate social responsibility comes in as well. This means that through sponsorship, an organization is able to market and promote its sales activities. These activities are monitored by the government to ensure that they meet the required ethical standards.

  1. Developing Leaders

To develop workers to become leaders in various capacities requires implementation of a step by step mechanism that will help actualize the plan. The strategy will concentrate on evaluating the inherent social and leading skills that individual endows. This will form the ground for development and training where potential candidates will be subjected to frivolous exercises that enhances their inherent talents. In the past, leaders were chosen from the employees through physical or social attributes. This would mean that a lot of potential leaders were left out of the process based on their physical attributes. This selection process has been rendered obsolete because of the discriminatory features it offers to the candidates.  This step by step process is as follows. First, the entity engages in an intensive process of identifying talents and unique features in employees. An example of such attributes includes ability to organize and plan for several activities. If a person can be able to perform more than one activity with easiness and diligence, then he or she is potentially capable of mobilizing success. People with such capabilities should be put into positions of leadership to encourage individual to work hard at the same time perform their responsibilities to the letter (Pardey, 2015). The second step involves selection where a list of potential personage is isolated from the rest the workers. A number of activities are included in this section such as evaluation of the academic qualification, level of performance and commitment, trial of success made and socialization status. A leader is supposed to have minimum qualification in order to hold office. This infers that the level of judgment is at par with the demand of position held. In cases where individual rise to leadership position based on their technical experience, the firm is exposed to numerous challenges such as risk of irrational decisions critical to the running of the industry. The reason behind this is that technical experts depend on previous experience to make decisions on similar cases. An event will not be analyzed in this situation hence leading to unfathomed results. Different events succumb to dissimilar factors which determine the level of vulnerability. It is an indication that an entity lacks proper mechanisms to oversee the selection of members to rule over others (Sorenson, 2014). Coming up with a formidable process is essential for the development and expansion of leadership scope not just in a corporate situation but also in an economy. The third step states that brainstorming and finding new ways to implement and appoint leaders commences. This denotes that the best person is appointed to run the affairs of the others as well as the company. Lastly, he or she will be evaluated according to the performance registered within a stipulated period of time. This is to gauge the contribution made and find new ways of improving performance. The above process is carried out concurrently with the provision of new and improved systems that is central to changing behavior and attitude of players. A system brings about disruption to the organization in a way that workers have to align their goals and behaviors to the new way of doing things. The operation of a new system brings in mixed reaction from players as they familiarize themselves with the working and demand of the strategy. A destructive strategy has two consequences on the side of a company. They corporate negative results due to increased confusion in the population and increased sales because of efficiency rendered. These outcomes contradict each other in the sense that one is positive while the other represents the negative side of systems. In order, to change the system in place with a new one comes with difficulties. One of the challenges is reorganization of the structural components and information system in the entity. The reorganization comes as a means to align all the features of the old system with the new one. This shows that people will have to go through some sought of training to carry out their duties in the best way possible. Old members in the company are less likely to move at the speed rendered by new system. At long last, they resign or their positions end up being taken by experienced candidates. Some definite processes are established for new systems. One of the processes is pre-study of the endeavor through benchmarking and other outlined strategies utilized in this sector. This is a learning endeavor that is determined to give directions in terms of social and cultural changes to come as a result of this strategy. In addition, a company is expected to prepare in advance to avoid last minute rash when the system is already in place. This goes along with the preparation of employees for the change to come. New systems require technical support from experienced and knowledgeable individuals. Some companies may incur the cost of technical advice but in normal situation an entity trains its own workers to cater for the system failure when they occur. This is one way of lowering the cost of operation that an organization may face when changing from one phase to the other. The next step is to search and find available alternatives courses of action that the firm is exposed to. It is an important step that is central to the core business of the entity. This is done by reevaluating the entity and its prevailing conditions to ascertain its promising sector for development. Thus, various options will be considered in the first instance but will be eliminated as the research continues and information emerges. Some strategies may seem workable at the face value but when analyzed in a critical manner, they will be rendered ineffective. This indicates an entity would incur losses in the event it decides to venture on that line of business. Furthermore, features of alternative courses may not match or merge with the system in application currently. When these occurrences take place, entity losses the current sales as fewer goods are sold as well as produced. Customers are also disrupted for a short period of time due to irregular supply of products that they depend on before normalcy is regained. The fourth and critical process is choosing one strategy and working on improving and developing it. Thus, it creates a situation where organizations compete with other firms in doing facing rivalry. In furtherance to the action undertaken, firms ensure that they invest and fund the activities hitherto (Sugrue, 2014).

In conclusion, leadership and talents are inseparable features that influential people would possess. Employee’s expresses diverse opinion on their leaders depending on the type and space rendered for talent execution. The style of leadership is also influential to the decision taken or the kind of relationships prevalent in companies. Group dynamism in companies also has great impact on the vital activities going on in the industry as well as firms. The role of management in mobilizing social groups in an entity also influences participation. The development of leaders and workers to be trusted with the administration and utilization of fund come into life through a process. However, leaders must express certain features such as improved social and cultural values such as integrity and commitment. Communication is also another component that is essential in this process of social grouping. A relationship is dependent on social communication that organization or individuals demonstrate amongst themselves. These groups must follow the set guidelines to ensure that each member is accorded the necessary attention and support to perform designated duties. Entities also need formalized groups that toil to attain social goals. These goals are made through mobilization process where all partners lobby their support through budget making.



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