One
likely reason why you can’t get high-paying jobs is simply because your
articles aren’t good enough. If you could just transform them from good to
great, your whole writing career might dramatically improve.
This
edited article will show you exactly what changes you need, to improve your
writing.
Just Another Average Article
The
article certainly looks good, BUT we can still make it better.
A
Beginners guide to Talent Management
Winning
companies bet on people not on strategies. In the age that the late
Peter Drucker called the era of the three Cs.Overwhelming change,
accelerating complexity and enormous competition. Drucker predictions were
right.Globalization has tipped the scales in favor of a knowledge based
economy.
The
contest for the best talent has been raging since the 1990s.Talent has the
acid test for many companies.The Baby boom generation is already ripe for
retirement. Jobs are moving to China and there is a large skills gap. Talent
management is an issue worth any companies time. This article is an
introduction to the term Talent Management.
What is
Talent?
The unique
ability and ease to do a task or execute work.Talent is not a rare
commodity.People happen to be endowed with different gifts.The tricky thing
about talent is that organization have to seek it out from the labor force
What
encourages talent?
A good
question which has been answered by numerous studies.Organizations with
a unique package for their employees have already answered the question.
What is
Talent Management?
These are
the processes that a company prepares to intentionally target a group of
people regarded to bring a unique value to the company.The process identifies
the talent,recruits,trains and retains the talent.
What are
the Five Elements of Talent Management?
The sure
way of creating competitive advantage in an organization is by having the
right talent.The support system should begin from the top
management,streaming all the way down to the subordinates.As a manager, you
are charged with the responsibility if sourcing,drawing and engaging new
talent in, the company.The size and the quality of the employees is a
reflection of the leadership of the company.
Employees
are human beings.They will not miraculously show up in the organization.They
are attracted by benefits and compensation packages.Packages that send a
clear message of how much the company values them.Employees are partners not
slaves .As they sacrifice their lives to hit business goals,their
career aspiration should gel into the company goals.Take care of them and
they stay with the organization.
Recruiting
is the lifeblood of the company. Getting new people keeps the organization
hip and running.As opposed to the previous approach,it is a marketing tool to
showcase the company. To be used to give a unique sales proposition to would
be candidates.
Just like
a garden,people have to be nurtured. Development will not come from passive
trainings and workshops.A series of challenging job experiences, coaching and
mentorship are the way to go. To retain them, then they have to feel that their
stay at the organization is worth it.
Employees
love recognition.Who doesn’t? Top performers are showered with gifts to send
a clear message of what is expected. For those who show potential a
mentorship program is offered.The low performer are also not left out. They
are organized in groups and a role model is appointed to show them the way.
In
Conclusion
Talent
management equals improved organizational effectiveness.It is difficult to
implement and sustain for a new firm.However, each manager has to recognize
talent management is necessary for success.
|
Giving It a New Lease of Life
Just
a few tweaks here and there can produce phenomenal results…
A Beginner‘s
|
|
Winning
companies bet on people, not
|
Looks better here, right?
|
In the age that the late Peter
Drucker called the era of the three Cs.Overwhelming change,
accelerating complexity and enormous competition. Drucker predictions were
right.Globalization has tipped the scales in favor of a knowledge based
economy
|
Looks misplaced.
|
Why
is Talent Management so Important?
|
A subtitle would be great right here.
|
Apparently,
|
|
The Baby
boom generation is already ripe for retirement
|
Not sure if this fits in with the narration. Looks like more of a
concern for employees, not employers.
|
Moreover,
in this age that the late Peter Drucker called the era of the three C’s
|
Looks better here, right?
|
Evidently,
|
Not really the best way of stating your point. Reads like a text book.
|
What is
Talent?
|
|
Talent is the unique ability and ease of
|
|
The tricky
thing about talent is that organizations have to seek it out from a competitive
|
|
What encourages
talent?
|
This subtitle seems unnecessary, especially since the content under it
and the content under the previous subtitle are both quite short. It can
easily flow well with the previous subtitle.
|
A good
question which has been answered by numerous studies.Fortunately, your
|
|
|
What does this mean?
|
What is
Talent Management?
|
|
Looks better here, right?
|
|
The process identifies the talent,recruits,trains and retains the
talent.
|
This part would be best placed in the previous sentence. The previous
sentence is too shallow – seems like filler content.
|
What are
the Five Elements of Talent Management? Talent management
involves four key elements:
|
Either introduce a sentence after this subtitle (a list immediately
after a subtitle/ title doesn’t look good) or turn it into an ordinary
sentence (the best option here, since the content under the previous subtitle
is quite short).
|
1.
Cultivating the right
|
Original subtitle didn’t match the content.
|
The surest way of creating a competitive advantage
|
Which support system? This doesn’t flow well with the previous
sentence.
|
As a manager,
you are charged with the responsibility
|
|
2.
Creating a winning employee package
Employees
|
This didn’t convey the meaning you had in mind: “Employees
|
Employees
are partners, not slaves. As they sacrifice their lives to hit
business targets
|
|
3. Getting
the talent in the organization
Recruiting
is the lifeblood of the company. Getting new people keeps the organization
hip and running.
|
Looks like you covered this in part 1.
|
As opposed
to the previous approach,it is a marketing tool to showcase the company. To
be used to give a unique sales proposition to would be candidates.
|
Which approach? This doesn’t make sense.
|
43. Nurturing
Just like
a garden, great leaders
|
This simile doesn’t come out quite right, but I’ll let it pass.
|
Seems out of place.
|
|
54. Reaffirmation
Employees
love recognition
Reward
Also,
don’t leave out
|
|
In Conclusion
|
Great is Just One Step From Good
Sometimes,
putting in that tiny bit of extra effort is all you need to transform your
article. The result is always rewarding.
A Beginner’s Guide to Talent
Management
Winning
companies bet on people, not strategies. Hence, talent management is the acid
test for many companies, including yours.
Why is Talent Management so Important?
Apparently,
the contest for the best talent has been raging since the 1990s. The Baby
boom generation is already ripe for retirement and there’s a large skill gap.
Moreover,
in this age that the late Peter Drucker called the era of the three
C’s – overwhelming change, accelerating complexity and enormous
competition – globalization has tipped the scales in favor of a
knowledge-based economy. This has further intensified competition for highly
knowledgeable personnel.
Evidently,
talent management is an issue worth any company’s time. But first you’ll need
to understand the basics…
What is Talent?
Talent is
the unique ability and ease of executing tasks. It isn’t a rare commodity.
People happen to be endowed with different types of gifts.
The tricky
thing about talent is that organizations have to seek it out from a
competitive labor market. Fortunately, your organization can attract
employees through:
What is Talent Management?
Talent
management consists of certain processes that aid identification,
recruitment, training and retention of uniquely valuable people.
Talent
management involves four key elements:
The surest
way of creating a competitive advantage is having the right talent.
As a
manager, you are charged with the responsibility of sourcing and engaging new
talent. Hence, the size and quality of employees is a reflection of company
leadership.
Employees
will not miraculously show up in your organization. They are attracted by
benefits and compensation packages, which send a clear message of how much
your company values them.
Employees
are partners, not slaves. As they sacrifice their lives to hit business
targets, their career aspirations should gel with your company goals. Take
care of them and they’ll stay with your organization.
Just like
a garden, great leaders are nurtured.
However,
that won’t come from passive trainings and workshops. Rather, a series of
challenging job experiences, coaching and mentorship are the way to go.
Employees
love recognition (who doesn’t?)
Reward top
performers with gifts to send a clear message of what is expected. For those
who show potential, offer a mentorship program.
Also,
don’t leave out low performers. Organize them in groups and appoint a role
model to show them the way.
Conclusion
Although
it’s difficult to implement and sustain for a new firm, good talent
management often makes organizations more effective, efficient and
profitable. Hence, every manager must recognize that talent management is
necessary for success.
|
Looks
great, right?
Feel
free to offer your own suggestions in the comments.
No comments:
Post a Comment