Throughout the last ten years, the concept of talent development has undergone critical changes. Within the framework of this memo, the four most important competencies from the ATD Competency Model will be discussed. The importance of this particular model consists in the fact that it delineates the success of the organization and professional development of its employees. The majority of the changes supported by this model revolve around the concepts of use of social technologies and globalization. In perspective, they are expected to create a digitally-driven business environment that will be based on specific economic forces.
Instructional Design Competency
This particular competency can be used at Microsoft to come up with a number of new methods that can be used to design new learning solutions. Most important, the organization can approach this issue from both formal and informal perspectives in order to achieve better outcomes. In addition to this, the team will be subject to conducting an extensive assessment of organizational needs and identify the learning approaches that can be viewed as the most appropriate within the working environment of Microsoft. Extensive knowledge in the area of instructional design will trigger the application of different learning theories that are based on collaboration. Ultimately, Microsoft staff will be exposed to the ability to develop better instructional materials and integrate novel tools in practice.
Integrated Talent Management Competency
For Microsoft, the current competency means the possibility of maintaining the organizational culture of the company and engaging with its employees through the prism of different development strategies. One of the main benefits that can be associated with the concept of integrated talent management is the option of aligning the variety of employee talents with large-scale organizational objectives and implement talent management systems. This competency promotes development and can be seen as a serious contributor to the organization of high-performance workplaces that facilitate career transitions and elicit positive outcomes on the basis of talent management analytics.
Knowledge Management Competency
This particular competency is inextricably linked to the idea of encouraging knowledge-sharing practices that can help Microsoft employees to implement more collaborative activities and distribute the company’s intellectual capital efficiently. The key aspect of the knowledge management competency is the presence of a special knowledge management benchmark that majorly contributes to the creation of positive effects of social learning. It should also be mentioned that Microsoft’s knowledge culture will also be impacted because the competency at hand would influence technological development at the organization and transform employee knowledge into organizational learning practices. In perspective, the company will have the possibility to evaluate the effectiveness of their knowledge management approach.
Change Management Competency
This policy is an essential contributor to the process of change that seems to be incessant at Microsoft. By means of building the practice around this competency, the management will be able to build more involvement in organizational activities and perform problem-solving evaluations when necessary. Microsoft employees will be given the possibility to provide extensive feedback and suggest other areas for change. In perspective, this competency will allow the management to assess the results of implemented changes and manage the consequences of the latter.