PSYC 8576 Walden University Talent Management System Discussion

Part 1: Job Analysis in Human Resource Activities

Job analysis is the foundation for most key human resource activities, which include recruitment, selection, training, and performance appraisal. Successful job analysis requires a systematic examination of a job, detailing its duties and responsibilities and identifying the requisite knowledge, skills, and abilities, as well as the work conditions and environment. The scope and level of the job analysis is linked to the criticality and volume of the job to be filled, to the need to identify training and development resources, and to the importance of effective and accurate performance appraisal to support both individual development and career management. As you may now understand, job analysis is the cornerstone of an integrative talent management system and its effectiveness (Management Study Guide, 2012).

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BY DAY 3

Post by Day 3 an explanation of the importance of job analysis in a talent management system. Specifically, describe how personnel selection integrates and aligns with job training. Explain how a job analysis may vary based on job level in an organization, such as with line employees and staff professionals. Provide concrete examples and citations from the Learning Resources and current literature to justify your post.

Part 2: Talent Management System Outcomes

The competition to secure, develop, and retain human capital in organizations is keen, even in a challenging job market. As demand increases, organizations look to human resources for game plans to address current and future personnel needs (Knapp, 2010). Integrated talent management systems provide a framework to address them. Not all organizations have the in-house resources to have a full talent management program or to hire an outside consultant for support; however, that does not prevent the best practices of talent management from being leveraged to meet personnel needs. Therefore, consider the effectiveness of integrated talent management systems and their necessity within organizations.

BY DAY 4

Post by Day 4 a description of an organization with an integrated talent management system. Then, explain the effectiveness of the system as it relates to the organization and its individual employees. Provide concrete examples and citations from the Learning Resources and current literature to support your post.

BY DAY 6

Respond by Day 6 to at least one of your colleagues by sharing an insight from having read your colleague’s post. Make a suggestion for how the organization’s integrated talent management system could become more effective for both the organization and its individual employees.

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Learning Resources

Required Readings

Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304–313.

Finnegan, R. P., Frank, F. D., & Taylor, C. R. (2004). The race for talent: Retaining and engaging workers in the 21st century. Human Resource Planning, 27(3), 12–25.

Frank, F. D., & Taylor, C. R. (2004). Talent management: Trends that will shape the future. Human Resource Planning, 27(1), 33–41.

Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139–154.

Peterson, N. G., & Jeanneret, P. R. (2015). Job analysis: Overview and description of deductive methods. In D. L. Whetzel & G. R. Wheaton (Eds.), Applied measurement: Industrial psychology in human resources management (pp. 13–56). Malwah, NJ: Lawrence Erlbaum Associates.

Tarique, I., & Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of World Business, 45(2), 122–133.
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Learning Resources

Required Readings

Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304–313.

Finnegan, R. P., Frank, F. D., & Taylor, C. R. (2004). The race for talent: Retaining and engaging workers in the 21st century. Human Resource Planning, 27(3), 12–25.

Frank, F. D., & Taylor, C. R. (2004). Talent management: Trends that will shape the future. Human Resource Planning, 27(1), 33–41.

Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139–154.

Peterson, N. G., & Jeanneret, P. R. (2015). Job analysis: Overview and description of deductive methods. In D. L. Whetzel & G. R. Wheaton (Eds.), Applied measurement: Industrial psychology in human resources management (pp. 13–56). Malwah, NJ: Lawrence Erlbaum Associates.

Tarique, I., & Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of World Business, 45(2), 122–133.