Introduction
The article evaluates the contrasting impacts of talent designation on a business organization’s employee welfare. Talent designation is identifying skilled employees to enhance their talent for sustainable organizational growth and competitive advantage. Talent designation motivates highly skilled employees who develop a positive attitude towards the organization. However, talented employees represent most of the organizational workforce (Meyers et al., 2017). Therefore, talent recognition demoralizes many employees not recognized by the talent programs. Although talent designation enhances business innovation and sustainability, the programs adversely impact the careers and psychological welfare of employees whom the organization does not recognize.
Author’s Conclusions
The article acknowledges the significance of talent designation in managing employees’ skills to influence business success. Organizations assign employees talent statuses and opportunities to enhance skills and talents, enhancing performance gains (Meyers et al., 2017). However, talent recognition adversely impacts human resource objectives in business organizations. Talent designation influences high employee turnover intentions among unrecognized employees. Despite the contrasting impacts of talent designation in business organizations, designation enhances business growth and sustainability through increased perceived employer obligations. The author proposes the need for further research on the impacts of talent designation on organizational growth and employee welfare.
Practical Implications of Article
The article provides managers with critical insight into the impacts of talent designation in business organizations. The current organization’s management should strive to achieve business objectives while improving the welfare of employees. Employee inclusivity critically determines the impacts of strategic programs such as talent recognition in organizations. The article encourages managers to evaluate the impacts of skill recognition further. Business organizations should seek and analyze the employees’ attitudes and opinions toward establishing a talent designation program. The research article is practical because it encourages managers to determine talent recognition’s impacts on employee welfare, organizational growth, and sustainability.
Opinion about Article
The research article is bias-free because it analyzes different contrasting opinions regarding the impacts of talent designation in business organizations. The article is relevant and analyzes employee psychological welfare, an emerging business and labor industry issue. The most interesting point from the reading is the analysis of talent designation from the context of social exchange theory. The social exchange theory supports talent recognition by influencing employees to improve their production quality through reciprocation (Meyers et al., 2017). However, we should acknowledge that talent designation has both positive and adverse impacts on the organization’s success and employees’ welfare.
Question from Reading
When establishing talent designation programs, should organizations focus on business growth or employee welfare?
The most critical question associated with the reading is whether organizations should focus on growth or employee welfare when establishing talent designation programs. There are circumstances when talent recognition provides opportunities for organizational success at the expense of employee welfare. The contrasting impacts of talent recognition present a dilemma to the talent management processes in business organizations. Business organizations must make a tough choice between talent recognition and employee welfare. However, improving employees’ welfare is a critical human resource management objective. Therefore, organizational management should balance enhancing business growth and improving employee welfare.
Conclusion
The article analyzes the contrasting impacts of talent designation on business organizations. Talent recognition motivates selected employees, enhancing business innovation. However, talent recognition demoralizes unrecognized employees, influencing employee turnover. Business organizations should determine the impacts of talent management programs. Inclusive management culture allows organizations to evaluate employees’ opinions regarding talent designation before implementing programs. The article is relevant because it is practical in the current organization management practices that influence success. Although talent designation enhances business innovation and sustainability, the programs adversely impact the careers and psychological welfare of employees whom the organization does not recognize.
Reference
Meyers, M., Dries, N., & De Boeck, G. (2017). Talent or not: Employee reactions to talent designations. In D. G. Collings, K. Mellahi, and W. F. Cascio (Eds), The Oxford Handbook of Talent Management. Oxford University Press.