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

Talent Development for Sustainability - Essay Example At the same time, an organization’s ability to manage knowledge becomes a critical factor in improving productivity of the pooled talent. Questions always arise on the interrelatedness of talent development and knowledge management. The two are undoubtedly independent, but there has to be interplay for an organization to post consistent success. One thing that should be understood 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 leave 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 determining organization success. ... Though different, these two definitions express knowledge management as a lifelong organization activity which seeks to ensure organization effectiveness (King, 2010.p.4). The basis of such efficiency is past knowledge and experiences which are utilized to ensure 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 McKinsey’s â€Å"War for Talent† study which highlighted recruitment as the number one 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 organization’s fold and their different abilities. However, an organizatio n 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 organization’s structure 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. Through managing these experiences an organization is able to cultivate the right attitude, develop the appropriate culture and maintain a productive 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