CASE STUDY

Case Study

Case Study

The Talent Challenge

[Professor Name]

[Course]

Explore how to identify and develop high-potential talent

High Potential talent refers to the individuals who have distinctive capabilities and skills. These are personnel's who like to move ahead of time and have an accelerating pace in their respective careers. In organizational terms, high potential talent can be referred to any person in an organization, who is working quickly, elegantly, and is better among all his colleagues (Bhattacharya, 2008).

Such sorts of individuals are always needed in organizations. High Potential talent can be regarded as a key in the success of an organization as a whole. Individuals that have high potential in organizational growth offer promising career for themselves and help in achieving overall organizational goals. They are valuable assets for any organization therefore managements of organization try to locate them (Bhattacharya, 2008).

Managements usually do not ask outsiders to come and show there high potentials, but they search employees who have got greater talent in themselves and have the ability to become promising leaders of the future. They should not get confused over high performers and high potentials as both are different. High performers will give you immediate results and will try to achieve the immediate growth, whereas high potentials will be those who will try to contribute their maximum and will share organizational responsibility. Moreover the dedication and motivation level of these employees is usually higher than the rest in the organization. Such individuals are themselves aware of their status and they work accordingly in their organizations (Powell & Lubitsh, 2007) (Boyatzis, 2008).

Once such individuals are traced they should be trained so that they can rise up to the leadership positions of organizations. Their skills should be polished so that when they are given additional or major responsibilities, they are able to handle the pressure. In order to get the best results from such individuals it is better to guide them towards identifying their career path. Once their path is set, they have the ability to turn the tables around for their organizations (Boyatzis, 2008).

Behavior change theories and their impact on talent management processes

By far various theories of behavior change have been discussed and even implemented. Some researchers' employees of an organization need external force for productivity, whereas the others are opposite. As far as the case of talent management is concerned, the theories that suggested coercive approach to motivate employees can never be suitable. You cannot motivate a person from forceful actions, however you can take results. In contrast to that theories such as Bandura's Social Cognitive Theory, Planned Theory, Transtheoretical Model, etc. all play a key role helps in motivating an individual to show his skills to the maximum.

Behavioral change theories impact on talent management process can be highlighted in a way that it helps organizations to polish the skills of their workforce and guide them towards fruitful career development path . While moving along the career ladder one needs guidance for the direction which can be provided through ...