The GE Money Americas Essay Example | Topics and Well Written Essays - 1500 words

The GE Money Americas - Essay Example This paper presents a detailed discussion, analysis and illustration of leadership and talent management within GE Americas as a case study. The challenges which necessitated the need within GE Money Americas are discussed in addition to the model for change theory as applied within the company. In addition an evaluation of information gathered within the company as pertaining to leadership and talent management is given in the paper. Moreover the paper presents the speculated effects of the level of success that changes within GE Money Americas would have in the future operations of the company and recommendations on correct adjustments in case the change reduces its effectiveness. Need for Change in GE Money Americas The processes of managing employees within GE Money Americas were initially less integrated. This is demonstrated by the less centralized employee hiring system. The top executives within the company considered the centralized approach to employee management to be less effective because communication and sharing of ideas within the company was not motivated (Roderick, Lehmberg & John, 2009). The top executives within the company valued the role of effective human resource management as the definition of company success. It is in line with this that change was inevitable within the company. This change was aimed at improving the processes of talent management for the benefit of the company. Change was needed in all aspects of talent management within the company such as attracting new talent, sourcing, hiring, training and developing employees (Walsh, 2011). In addition there was need for change in the promotion of human resource within the company and their movement within various aspects or units of the company. The company’s executive identified the need to fuse the talent management strategy with the wider business strategy. It is because of this that it was considered necessary to centralize the strategy of managing the company staff ( Marquez, 2007). Through a centralized system of managing talent within a company, all employees are allowed to work in line with the common business strategy and business goals (Roderick, Lehmberg & John, 2009). In addition, a need for improved communication within GE Money Americas was identified. This was motivated by the view of communication by the company top executives as the most crucial element of any form of success. Communication is improved through the use of communication systems such as information technologies and applications which link all employees within an organization (Walsh, 2011). This promotes growth and innovativeness as a result of facilitated process of sharing ideas. More importantly there was a need for promoting interaction between the company leadership and all employees. This was aimed at ensuring that the needs of human capital were understood and efficiently met by the company leadership so that employees were left motivated. Model for Change Theory The lean approach is the model of change theory which was employed within GE Money Americas to bring about changes in leadership and talent management. Lean approach is a model for organization change which is designed to significantly cause improvements in the flow of business activities while eliminating any forms of wastes in work processes (Rothwell, 2012). This approach as employed within