The organizations that are running the talent development programs may soon begin to find the high quality people who can be able to lead and to motivate others in order to achieve the highest levels of performance and productivity in the organization. This means that identifying the organizational education culture for the organization, people and top performers of the organization will revolve around some factors that lead to the development of an all round business professional. (Davis and Cutt, 1988).
These include strategizing market and product or the services, instilling the manufacturing know how to the people, educating people on the distribution channels, financing strategies among others. Educational issues cover many issues such as cash and expense flow, position of the firm’s cash flow. The people undergoing the talent development will require getting instructions from skilled staff members to make solid decisions and to understand the technical issues that are involved.
Education programs will include development of self awareness knowledge, effective problem solving and having good interpersonal communication. (Davis and Cutt, 1988). Training In the organizations if internal training programs are necessary for talent development, they should therefore be updated regularly. The management should also review these programs to see that they are up to date.
Again, working in the training program should be a temporary move by employees who are in need of improving their career skills by sharpening their technical as well as presentation skills. (Davis and Cutt, 1988). An organization that is implementing the talent implementation program is likely to receive problems and resistance. This is because young employees are often faced with many problems sometimes that may come immediately after they begin their careers. (Davis and Cutt, 1988).
The first problem which involves being offered jobs that they are not trained in. secondly, the firm may face the problem of too much experience which is caused by narrowing down of the career. In addition, the organization may face the problem of using techniques of talent development in order to protect ones career especially towards the person’s retirement. The above problems show that the development of new talents will stop if the firm fails to give appropriate conditions. This may be achieved through employee training. (Davis and Cutt, 1988).
An OPD professional might help implement the strategies as well as address or resolve any problems or issues in the implementation of the talent program by making it clear to the organization the organizational requirements to maintain an organization’s competitive edge and to ensure the survival of the organization. The professional may provide means of developing the organizations effectiveness. The professi9onal is required to understand the strategic goals of the organization and to translate this in to the day to day running of the organizational processes. (Davis and Cutt, 1988).