VEM1 — VEM1 Task 3: Talent Management Strategic Training and Development — D353

3114.3.3 : Describes Talent Management Program Development and Impact

The learner describes the development and impact of talent management programs.

An organization’s sustainable competitive advantage is derived largely from intangible assets: human, social, and intellectual capital. Human resource professionals enable current and future organizational competitiveness by ensuring that people with the skills, knowledge, and abilities needed to produce these resources are in adequate supply. This is accomplished through employee training and talent management. As a human resource professional, your ability to effectively plan and implement employee training and develop talent management programs will directly contribute to your organization’s success. In this task, you will explain how a training plan can manage a variety of talent in an organization.

A midsized custom furniture retail organization has recently acquired 10 new stores and 300 new employees from a competitor. The acquisition has been announced and the new stores are scheduled for their grand reopenings in 60 days. With the acquisition of floor agents from the new stores, the sales tactics, knowledge, and processes differ from store to store, resulting in various objectives, sales drivers, and measures for success within the sales department. To remain competitive in the furniture store industry and to create synergy among the newly acquired stores and the current stores, training and development of the sales department is needed.

As the director of strategic training and development, you need to create a training plan designed to train and prepare the newly acquired floor agent employees to meet organization expectations regarding sales initiatives and sales training. As you begin to strategize the training and development plan, you realize that the furniture store does not currently have any established process for training floor agents, thus the training plan will be developed from scratch.

Since the competitor organization has retained a number of their current locations, management at your organization has concerns that the competitor may attempt to entice their best employees back to their organization. Management needs you to identify those promising individuals and design a plan to work specifically with them on their career development within the organization and, when possible, their integration into the management of the organization.

Your submission must be your original work. No more than a combined total of 30% of the submission and no more than a 10% match to any one individual source can be directly quoted or closely paraphrased from sources, even if cited correctly. The similarity report that is provided when you submit your task can be used as a guide.

You must use the rubric to direct the creation of your submission because it provides detailed criteria that will be used to evaluate your work. Each requirement below may be evaluated by more than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course.

Tasks may not be submitted as cloud links, such as links to Google Docs, Google Slides, OneDrive, etc., unless specified in the task requirements. All other submissions must be file types that are uploaded and submitted as attachments (e.g., .docx, .pdf, .ppt).

Talent Management Plan

A.  Explain how training and development may engage employees at every stage of their career development by doing the following:

1.  Explain how the organization’s floor agents can use training and development to advance their careers within the organization.

2.  Explain how the organization can use training and development to identify individual floor agents to move into succession planning for promotion into management positions (e.g., client sales manager, store manager, supply chain manager, or project manager).

3.  Explain how training and development can be used to help floor agents map a specific, desired career path (e.g., client sales manager, store manager, supply chain manager, or project manager).

B.  Discuss communication during the training process by doing the following:

1.  Discuss how trainer communication could affect performance feedback and mitigate conflict. Include nonverbal and improvisational communication strategies.

2.  Explain how trust and communication would benefit the training program.

C.  Explain how the training program will ensure inclusivity while meeting the needs of a diverse population of employees. Include the following topics:

•   accessibility (e.g., physical ability or mental ability)

•   identity (e.g., age, race, gender, or culture)

•   learning style (e.g., talents, skills, education, or prior experiences)

D.  Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized.

E.  Demonstrate professional communication in the content and presentation of your submission.