The tasks of talent managers include: 

Talent managers are important in all organisations because they are basically at the forefront of organisations. Talent managers are responsible for attracting, developing, and retaining top talent; they must ensure that they employ the right people in the right job roles to achieve the organisation's goals (Shahi et al., 2019). Additionally, they contribute to long-term organisational growth and success. Having such responsibilities, talent managers need to be able to communicate effectively, be professional, resilient, have problem solving skills, analytic, and be able to work in a team. 

The role of facilitators include: 

Key characteristics of facilitators: 

Stages of facilitation: 

(Cranley, 2017)

Employers care about employee experience hence they set up total rewards strategies. A total rewards strategy comprises of work-life effectiveness, talent development, benefits, compensation, performance management short- and long-term incentives, working from home, and recognition. Recognition is the public expression of gratitude for an employees’ contribution to the organisation (Nienaber, n.d.). Recognition can be informal (a letter or a token award) or formal (financial reward or trophy). The goals of a total rewards strategy include: (1) adhering to ethical and legal standards, (2) providing integrated method for reward management, (3) aligning reward strategies with the organisation's strategy, and (4) encouraging appropriate behaviours. 

(Kurtuy, n.d.)

The optional sections are helpful for recent grauates with no work experience: 

The things that I was not aware of is that a CV should be one page long, and that you do not have to list the modules that you have completed. A CV is accompanied by a cover letter which is a one-page document that introduces you and summarizes your professional background. I thought a cover letter is a repetition of what is mentioned in a CV; however, this is not the case. A cover letter is a supplement to one’s CV.  

The difference between competence and competency is that competence is a task-oriented approach that describes the ability individuals have to perform a job and competency is a people-oriented approach that describes the person’s skill and ability set (Smith, 2023; Wong, 2020). A competency profile is created to describe competencies that an individual should possess to fill in a certain position. 

Wong, S-C. (2020). Competency definitions, development and assessment: A brief review. International Journal of Academic Research in Progressive Education and Development, 9(3). http://dx.doi.org/10.6007/IJARPED/v9-i3/8223  

Kurtuy, A. (n.d.). What to Include in a CV [in 2023] | 11+ Essential Sections. Novoresume. https://novoresume.com/career-blog/what-to-include-in-a-cv#:~:text=Key%2520Takeaways,-Now%252C%2520let's%2520do&text=The%2520essentials.,%252C%2520volunteering%2520experience%252C%2520and%2520others.  

Saif, N., Khan, M. S., Rehman, N., Rehman, S., Rehman, Z., Nawa, T., & Naqeeb, M. (2013). Competency based Job Analysis. International Journal of Academic Research in Accounting, Finance and Management Sciences, 3(1). https://www.researchgate.net/publication/313768534_Competency_based_Job_Analysis  

Lalonde, C. (2010). Managing crises through organisational development: A conceptual framework. ResearchGate. https://www.researchgate.net/publication/47811189_Managing_crises_through_organisational_development_A_conceptual_framework  

Masaeid, T. F. A. (2019). Organisational development interventions to solve performance management challenges. Palarch’s Journal of Archaeology of Egypt/Egyptology, 17(6). https://archives.palarch.nl/index.php/jae/article/view/2140  

Currie, L. (2023). Building capability a case study. Blackboard.  https://learn-eu-central-1-prod-fleet01-xythos.content.blackboardcdn.com/5c04f198cda22/28422511?X-Blackboard-S3-Bucket=learn-eu-central-1-prod-fleet01-xythos&X-Blackboard-Expiration=1697630400000&X-Blackboard-Signature=N3Bn1JeIO3Jo%2Fmb3g%2FYEjSIon5mRFO0shoB1mJaq5KE%3D&X-Blackboard-Client-Id=309425&X-Blackboard-S3-Region=eu-central-1&response-cache-control=private%2C%20max-age%3D21600&response-content-disposition=inline%3B%20filename%2A%3DUTF-8%27%27Building%2520Capability%2520a%2520Case%2520Study%2520by%2520Lita%2520Currie.pdf&response-content-type=application%2Fpdf&X-Amz-Security-Token=IQoJb3JpZ2luX2VjEIj%2F%2F%2F%2F%2F%2F%2F%2F%2F%2FwEaDGV1LWNlbnRyYWwtMSJHMEUCIDcHzF3DX6KJwDg37%2B8FpWuQjO9%2FS0yJjBCcsHn4KnLUAiEAvyW25A%2BT4jtllbW3H2LXe8VrZtKEgR7ahLLqfTuSzy4qxgUIof%2F%2F%2F%2F%2F%2F%2F%2F%2F%2FARADGgw2MzU1Njc5MjQxODMiDNIb2KJuFPG4yelHZyqaBS5ImXiDMc3zvdbBLGwh6TxX0SMUdxyzeRNNukhRlang7voLMVWFCV1VyjXUzxb4qX8DVDq%2BXLBmANkUjK5OxQ1S6WTIRw0BhcN5syg%2FqVsHSpmOCd0GDqBYUQreUjeLD4dPAS3YS%2Fx1uRCeQKfbpWQ%2B9Qngmn31f1dmmwSBqT8A4r2bOoL9AyI5OVVrJKlxbfZrbII40yhbCTjQMN11Uv3VNpHgkVYUkhmyGpbGacZblbmpvsCpCx2QdCUB1toggvCuq1yvoXviJ66feMiAV4VsjqVDBFBDJG6qeVt0SeNXAiXQeeQWr1uTflEHv7LkJLFca85xiR%2BTUTdcAo3zbHaCIELC6z7mifMBgBjtEJDnzZ1dgkn5Yk%2FiucAnXX99D%2Ff9zhIH7EI7jbIKb8MK2aDSYqHhx0CSd3tljuDou410W5K%2B%2B2vgKc5aJWfpPydhUpBRLJqyv7UGiMkTriaxVKL04rL13O3UNbRF2EyCss2cQ6ZBwA0vNfQPxJpZpzN1Fck3sRH7mP4HxoiqH3cVLRR3qEUHSjkv0rQbRojVGBimG2pOtpgMEuI1boYQhKXdLCzmOQYaiaTShiIOelfbSEhGIVt9TeEH4vshGMUO%2FdQZYKA%2BADolbyIiyoy9R%2F13x4PlQN0VO6FKNK%2Fe48%2BLLzUjIpD80rJNIPqjEyZsisKP8p%2FE9kNg3FWAMSa%2B0SRUwv4Z%2F%2F%2FCHNhZ6A8rKLdPLGcfxt33vETaIQGU2X0Ano9TJmKdP2CNkSKPVuJkzJN3lSm8ZIMYQCSq75vRNXo1hEGmnsNrl349QGw%2F2XaT4AAoPhZHk%2B%2BM1yhEoSZnTsvl2l9yg665JMDC663pC7kyQ9YRxkD%2FFAbFv73UKwbeGj%2FpraQHtr9A8PedqzDtk76pBjqxAVxQ%2FAuGGOD%2FYqexb8Y5SkSMEt5RNEPk%2FiW048sxLpU9ec9RkCR0wwt4bWEGMcba%2BA81bXocosyeEkACb9%2F1w7mZhwRSSFKhKIw3uUi4Fal8bjT56SG%2BG8q3e6D4g6XwFnxRTC4caT7HFIseB7x9QHs6poEuswt42zZR3gx80Eha15khNHGrdKQVYVbIdZzo%2BRC%2FcEeu0yS%2BrjcrQWrNrsXkD0yCm542O1NmUGkDqKaGYA%3D%3D&X-Amz-Algorithm=AWS4-HMAC-SHA256&X-Amz-Date=20231018T060000Z&X-Amz-SignedHeaders=host&X-Amz-Expires=21600&X-Amz-Credential=ASIAZH6WM4PL674OQLIG%2F20231018%2Feu-central-1%2Fs3%2Faws4_request&X-Amz-Signature=7a8c3ea7a06eda2969b46192e756625516f28ddbc68fd30da9c0e56122152ed5  

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Muleya, V.R., Fourie, L., & Schlebusch, S. (2017). Ethical challenges in assessment centres in South Africa. SA Journal of Industrial Psychology, 43(0), a1324. https://doi.org/10.4102/sajip.v43i0.1324  

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Nguyen, L.A., Evan, R., Chaudhuri, S., Hagen, M. and Williams, D. (2023). Inclusion in the workplace: An integrative literature review. European Journal of Training and Development. https://doi.org/10.1108/EJTD-10-2022-0104  

Schuyler, K. G., Watson, L. W., King, E. (2021). How generative mindfulness can contribute to inclusive workplaces. Humanistic management journal, 6. https://doi.org/10.1007/s41463-021-00120-2  

Shahi, T., Farrokhsheresht, B., Taghipourian, M. J., & Aghajani, H. A. (2019). Behavioral Factors Affecting Talent Management: MetaSynthesis Technique. Iranian Journal of Management Studies, 13(1). https://ijms.ut.ac.ir/article_73494.html