Amazon

Talent is a recurring pattern of thought, feeling or behaviour that can be applied productively.

Employees who have experience in leadership and have been in the industry a while would be in the talent pool called leadership talent. The next key concept after the employee has been placed in the talent pool, is to establish a planned development program which share and teaches them the business knowledge and well as professionalism, teamwork and leadership development. Another key concept is the increase of retention of employees identified in the various pools. One of the first key concepts of talent management for this “for-profit” organization is to develop talent and identify functional areas is linked to the business strategy. After you review the business strategy to ensure linked to the functional areas, you identify the focus areas. Next you identify and define the organizational capabilities, then define key leaders. Assess and define individual functional standards. Then identify and build talent systems components, and then measure impact and effectiveness. To help achieve these steps mentioned above you must implement a structured selection process. Develop a career development program that also assesses talent. Implement formal learning and developing programs. Merge functional competencies integrated with the performance management systems; measure and assess your outcomes and then reward and recognize employees that have excelled in the programs. The key components for the employee would be Selection; Development; Succession; and

Talent management has been used to attract the highly skilled workers as well as developing and retaining the existing workers for the business to achieve its objectives. It always forms what employers consider since it assists in getting and keeping the most qualified individuals.

Based on this, it would be better for the organization to develop talent internally, by focusing on best practices, empowering people to live the Tanglewood way and then leveraging these employees to spread the culture across the organization. Talent acquisition would be a key element as well once the organization expands into new geographies and stores, but it key focus should now be to develop its internal talent that would help it to scale up its operations while keeping its culture alive and active.

According to the Miles and Snow strategy typology, there are four basic organizational or strategic types; prospector, defender, analyzer, and reactor (Parnell, 2014). The prospectors tend to be creators of change in the industry. Defenders do not search for new opportunities outside their normal narrow product-market domain. Analyzers are flexible and are mixture of both prospectors and defenders. Reactors are not consistent, and do not respond to environmental pressures well (McDaniel & Kolari, 1987). Dollar Tree would be categorized under the defender strategy. They have a narrow product-market domain, and do not search for new opportunities. Dollar Tree did not introduce any new products or services first as Dollar General opened its first

It is essential for every organisation to understand the recruitment trends as by attracting the best talent, organisations will have an advantage over their competitors. When talent planning, organisations should promote a career opportunity, not a job opportunity as this gives a whole new outlook to any potential employee.

The company also created a barrier to entry by being the first large online bookseller.

Amazon is using different operating models to provide products and service to customers. There are three distinct models that Amazon.com offers, each with a different supply chain. The three models are Amazon.com as seller, Amazon.com as intermediary, and Amazon.com as full-service e- commerce provider.

D. You would answer 3 questions and 2 Problems in two hours in final exam.

WORK ENVIRONMENT: a workplace where you can enjoy the challenges, co-workers, and atmosphere is very attracting for talent. They want to feel the company they work for as a second home, trusting on it and feeling the need to commit themselves fully in all job activities. An organization that

Learning and Talent Development Allows people at all level of the organisation possess and develop the skills, knowledge and experiences to fulfil the short and long term ambitions of the

The most intriguing idea that come into my view of talent management is an achievement, put into practice of talent management to review staff meeting. For discussion in relation to talented staffs and building their knowledge, expertise and possibility introducing to other managers in separate sections of the business. As well as the potential to utilize make growth of inside talent is magnified for equally the business and the talented workers.

Company Profile (A copy/paste from Hoovers. Add other relevant info preferably links we if there is something compelling)

Companies should also identify early on the talented individuals who can be developed for advancement.

Talent acquisition is defined as the “strategic approach to identifying, attracting and onboarding top talent to efficiently and effectively meet dynamic business needs” (Erickson, 2012). Talent acquisition has the unique role of ensuring job applicants not only have the right credentials for the job, but also have the right mentality for the job. In other words, the person who ultimately will be offered the job needs to ‘fit’ within the firm’s structure and culture.