According to Jack Welch, it’s a best practice to devote a lot of time, energy, and money to your A and A-minus players, and to let your C players go. However, Bock argues that management can improve the capabilities of their C players significantly through coaching and training.
What approach do managers in your organization take to talent management? What are the results?
- Welch, Chapter 3: Differentiation: Cruel and Darwinian? Try Fair and Effective
- Bock, Chapter 8: The Two Tails
Welch, J. & Welch, S. (2005). Winning. New York: HarperCollins.
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Bock, L. (2015). Work Rules! Insights from Inside Google that will Transform How you Live and Lead. New York: Hachette Book Group.
Talent management in an organization focuses on hiring, developing, and retaining talent in the organization. My organization has utilized functions of talent management to ensure that talented employees are retained, and the untalented employees are encouraged. Managers in my organization have categorized employees based on their talents. At the highest level, there are those employees who are highly skilled. My organization has developed reward criteria for them to retain them. This is because highly talented employees are pillars of the success of the organization and are hard to get. The middle level consists of employees who work very hard to develop their talents. Managers have realized their potential and allowed them to participate in the organization’s decision making.(347 words)