Talent Management

Talent Learning and Development in Kraft

Talent management is concerning guaranteeing that the organization has the talented people it needs to attain its goals. Talent is what individuals should have to perform well in their roles make a distinction structure of performance. Employees need the flexibility to learn and grow, and they have the potential to form a crucial contribution in the future. (Armstrong, 2016)

(Kraft,2017) Says ' Owners Only! '.

The Kraft Heinz Company is revolutionizing to be the best food company in the world, Secret behind their success is talented employees, Kraft were rumored as the handful of talented managers because ,top 3 position for the Coca-Cola is previous employees of Kraft. It's extensive Learning and Development program is a key feature. Kraft let think employees as the owners of the company. It is said “ Kraft has become a CEO machine”.

They prioritize employees as the diversity leaders, after they can align with diversity management initiatives. Mentoring, resource groups  and talent development is combined with business goals which is vital for success of the diversity leaders. They provided external coaches and up to six hours of one-on-one time putting together a viable and robust development plan. They Focused on the  development efforts to below layer ,what’s  they needed. Mentoring is a best practice in Kraft when it comes to L&D it is performed in cross cultural, cross gender and cross functional components. As well as they have metrics to measure the potential success of mentor pairings. Personalized L&D programs are planned to each individuals when they are recruited. (DiversityInc, 2012) Behind the success of Kraft talent pool, you’ll find a set of principles that any company can learn from.Each year Kraft selects candidates to their talent pool by a management trainee program. The program is developed based on Kraft Heinz Global Program curriculum consists of functional immersion in various departments at beginning of the program and followed by on-the-job learning. (Kraft, 2017)

L&D is vital in fact, most individual’s efforts are outdated, or inaccurate now, they will only hinder future efforts. Kraft talent pool needs to know about future needs, not the needs they had five years ago. That will get their L&D program off to a great start and sustain enthusiasm over the long term.

References 

• Armstrong, M., 2016. Armstrong’s Handbook of Management and Leadership for HR. London : British Library.
• DiversityInc, E. o., 2012. What Makes Kraft’s Talent Development So Successful?.  Available at: http://www.diversityinc.com/talent-development/what-makes-krafts-talent-development-so-successful/[Accessed on 22 Nov 17 at 09:30].
• Kraft, 2017. ABC Management Trainee Program.  Available at: https://kraftheinzfuturetalent.com [Accessed on 22 Nov 17 at 10:50]
• Weeks, A., 2017. Talent management.  Available at: https://www.cipd.co.uk/knowledge/strategy/resourcing/talent-factsheeet [Accessed on 22 Nov 17 at 11:30]