Talent Management
Discuss what factors emerged at Whirlpool that impacted its talent needs.
There are several different factors which had an impact on Whirlpool and its talent needs. To include: the growth of the business, consumer demand for new innovations and the necessity to attract / retain the best talent. As far as the growth of the business is concerned, the company was focused on expanding into a number of different markets and acquiring competitors that could help to them improve their business model. This created a need for the firm to seek out new talent in areas that would help the organization to maintain and increase their momentum in different segments. Consumer demand for innovative products meant, that Whirlpool had to find the best executives and engineers that could incorporate the use of the latest technology as part of their strategy. This had an impact on their talent needs, as it meant that the company had to seek out wide variety of individuals in different regions to help them address the various needs of customers. As a result, this had an effect on their ability to attract and retain key talent. The reason why, is because as the firm continued to expand, they had to find people who could help them to adapt to changes in the marketplace. At the same time, they required some of the best managers inside the industry to make the various acquisitions work. When you put these different elements together, they meant that Whirlpool had to continually find the best and brightest individuals to become a part of their organization. This is how they would be able to maintain their lead and build upon the foundation that was established. (Johnson, 2003, pp. 325 -- 341) (Goldsmith, 2010, pp. 258 -- 269)
Discuss how expanding globally changed the talent requirements at Whirlpool.
The expansion of the company globally, meant that they were quickly moving into many developing markets such as: Brazil and India. This created the need to: find managers and employees who understood these markets. At...
This forced the company to change their focus as far as the kind of individuals that they were looking for. Where, they wanted to find someone who had the flexibility to evolve with various transformations that were occurring. At the same time, these people had to have the skills to be able adapt to: the strategy and atmosphere of the firm. (Kluyver, 2010, pp. 35 -- 54) (Goldsmith, 2010, pp. 258 -- 269)
Discuss how Whirlpool used its Leadership Model to manage its talent.
The objectives of Whirlpool's leadership model was to develop a strategy that will have all managers recognize and working with those individuals who have the ability to excel at the company. This was based on a number of different factors including: establishing common standards for assessing employees, managing talent / succession planning and studying external talent. The way that this was used to manage employees, was to identify individuals that would help the company to be able to find those people who had: the skill sets, mental attitude and drive to help them achieve their long-term goals. Once they were able to join the organization is when they would be able to work with the firm to remain competitive in many areas. This is because the ideas that they brought with them would allow, Whirlpool to find companies and markets that could increase their overall bottom line numbers. This is the point that their underlying financial results began to increase dramatically by: quickly adapting to these transformations that were occurring. (Goldsmith, 2010, pp. 258 -- 269) (Hunt, 2006, pp. 99 -- 110)
Discuss how Whirlpool used metrics to improve the quality of talent hired.
There were several different parameters that were used to improve the company's comprehension of the talent that was hired to include: leadership attributes, leadership performance and leadership practices. Leadership attributes is when the character and values that…
