Question Details

Training, Talent Management, and Appraisal Influences

Content area three includes employee training, talent management programs, and performance appraisal processes. Employee training is not always a clear and straight-forward task within the scope of HRM responsibilities in the organization. Training often supports the entire employee population. More often than not, it focuses on compliance-based topics, orientation, and leadership development. There are many organizations that count on their internal resources to support frontline employee skills. In fact, there are many roles that employee training plays in the organization. To this end, HRM professionals also need to know how to source external training for unique or specialized skill requirements.

Talent management seems less challenging in the fluid labor market present in today's national economy, but in reality it is just as difficult in a tight labor market. Finding the best qualified candidates is never easy. Talent management includes assessing talent, developing career paths, and managing the placement of high-potential employees. Each of these is a complex and demanding process that requires planning and preparation. It is necessary to have a clear understanding of organizational strategy, the entire inventory of fields represented in the organization, and how to nurture and grow high quality employees that will lead the company in the future.

The performance appraisal process is one of the most difficult aspects of the HR development content area. Many people and organizations have sought to develop effective performance appraisal programs and have had various levels of success as well as clear failures. Among the many concepts useful in the development and implementation of performance appraisal programs is that seldom are they effective measures of performance when utilized from a one-size-fits-all perspective. Viable performance appraisal programs are tailored to the organizational roles they are evaluating.

In this discussion, select one of the following and respond to it, discussing its contribution to organizational success:

• Describe conditions in which either internal or external training resources are a better course of action for the organization.
• What approaches might you take to develop a career path in an organization for any selected position (for example, sales professional, information technology, or accountant)?
• Describe measures that you would use to evaluate the work of a full-time recruiter assigned to your human resources office within a large hospital.

Use proper APA style and formatting when appropriate.

Response Guidelines

Read the posts of your peers and respond to two other learners by providing comments and questions that encourage critical thinking and insight on training, talent management and performance appraisals. Your responses should extend the discussions on how HRM activities are influenced and stimulate other learners to clarify, strengthen, and extend their dialogues.