Evaluate the effectiveness of the roles that the strategic leaders played in the formation of the performance management strategy
Effective management strategy is essential for the success of a business corporation. This statement implies that leaders should be well equipped with effective leadership skills for the implementation of crucial strategies for the success of a business corporation. In Porter Novelli’s case, the formation of the performance management strategy was a complex process, which demanded competent leadership for its successful formation. There were numerous challenges brought about by huge demands by the clients, which put the corporation to the test due to its competence in the public relations sector (Fegley, 2011).
In carrying out the evaluation of the strategic leadership at Porter Novelli, it is important to begin by evaluating its main objective. Its founders believed in improving the performance of non-profit making organizations in their delivery of public health and social services across the world through the application of creative and strategic marketing approaches. It is essential to look deeply into the above objective since it forms the basis of the nature of service delivery, management strategy, and nature of leadership focus at Porter Novelli. In other words, the main objective is the basis of the judgment of the performance of any corporation or institution since it forms the focal point of all efforts and management practices (Pham-Gia, 2009). The success of the Porter Novelli performance must have been achieved through the competent and skillful leadership strategies of its leaders. It is good to note that strategic leadership is realizable through effective coordination between leaders and their subordinates. In order to achieve effective coordination, leaders must ensure that the corporation has put in place effective industrial relations mechanisms (Berger & Berger, 2003). This aspect boosts the employees’ morale since they become part of the corporation’s success. In addition, it ensures that proper mechanisms for dealing with employees’ grievances are in place.
Effective leaders do not believe in impossibilities and they put the clients’ needs on top of their priorities. For instance, most clients coming to Porter Novelli often have specific requirements for solutions to the presented problems. It is often challenging to deliver solutions that meet the specific requirements stipulated by the clients. Hence, it takes effective leaders to ensure the competent performance of the subordinates meets the demands of the clients.
Develop a five (5) point criteria for evaluating the effectiveness of the talent management strategy. How the data could be collected
Talent management is very essential for the success of a business corporation. The first point for effective talent management is hiring candidates that have talents that are in line with the needs of an organization. The objective of Porter Novelli is to improve the performance of the clients and in so doing, it must have competent personnel, and thus data collection should be done at the interview level in the hiring process. Secondly, after hiring the most needed talents, leaders must ensure that the working environment is conducive for the growth and development of such talents towards the realization of the required objectives. Data collection at this level of talent management should be done by considering the performance level for different periods in relation to talent improvement strategies as the data variables.
Thirdly, talent management calls for every employee to work in the field where he or she is best suited in a working environment. This assertion implies that effective leaders must ensure that a proper division of labor is done in relation to the employees’ talents. This practice enhances performance and growth of talents in a working place. Statistical data for the talent management in relation to the division of labour has employees’ talent and working department as the data variables. Fourthly, effective talent management is achieved by carrying out performance enhancement practices in an organization. For large corporations such as Porter Novelli, employees are subjected to demanding tasks and hence they need a morale-boosting mechanism. This aspect could be done through recognition and publicly awarding of outstanding employees’ talents and performance at an individual level. Lastly, it is essential for effective leaders to recognise grown talents and appreciate such individuals through the issuance of promotions and grants. The data for the above two points is done similarly by taking employees’ individual performance in relation to different periods as the statistical data variables (Goldsmith & Carter, 2009).
Critique the components of your talent management strategy and suggest alternative ways to achieve effective results
Starting with the hiring process, a talent management strategy may not be effective at the hiring stage. At the hiring stage, it is easy to miss other important talents for the success of the organization if the company is too specific at this stage. Hence, it is important for the leaders of Porter Novelli to be open-minded and consider candidates who bear other talents that are necessary for the success of the organization rather than dropping them for not having qualified. In addition, it is important to put more emphasis on talents at the training stage rather than at the hiring stage because this aspect would ensure that candidates are fully aware of the nature of work ahead of them.
Secondly, according to Goldsmith and Carter (2009), it is very important for the organization to boost employees’ morale through the provision of scholarships for further studies and training as this aspect would ensure increased competitive advantage in the global arena rather than individuals’ competence in an organization. This move would boost the overall performance of Porter Novelli in the global industry, as well as enhancing employees’ talent growth and development in the organization, as opposed to rewarding individuals through gifts that do not add long-term value to the organization.
Outline the functional expertise component of this strategy. How it optimizes the company’s ability to identify highly qualified individuals
The above strategies are very essential for both talent identification and management in an organization. It is necessary for the successful candidates of a hiring process to go through a series of training before they enroll in their respective duties. This stage is important for the identification of talents that are necessary for certain managerial divisions in an organization (Scullion & Collings, 2011). Secondly, in addition to awarding individual outstanding talents in an organization, offering scholarships for further studies and training is very important for both the individual and the organization. This offer enhances individuals’ talent growth and development and it increases the organizations’ competitiveness. Study scholarships enable students to acquire up-to-date knowledge and skills that are necessary for global competitiveness, which implies that an organization will benefit through the acquaintance of novel methods of service delivery.
Reference List
Berger, L., & Berger, D. (2003).The Talent Management Handbook. Washighton D.C: McGraw Hill Professional.
Fegley, S. (2011). Talent Management. Alexandria, VA: Society for Human Resource Management.
Goldsmith, M., & Carter, L. (2009). Best Practices in Talent Management: How the World’s Leading Corporations Manage, Develop, and Retain Top Talent. New York, NY: John Wiley & Sons.
Pham-Gia, K. (2009). Talent Management: Recruitment Methodologies – an Overview. Munich, Germany: GRIN Verlag.
Scullion, H., &Collings, H. (2011). Global Talent Management. New York, NY: Routledge Publishers.