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They Can Do It! You Can Help! a Look at Talent Practices at the Home Depot

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Submitted By jess555nyc
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Discuss how the leadership at Home Depot intended to use its organizational talent to gain a competitive advantage in the Do It Yourself industry.
The best way for Home Depot to gain a competitive advantage and to maintain it in today’s business situations is to carry out and transform so fast that they bring forth a cycle of temporary competitive advantages. This can be extremely difficult to accomplish as it requires a grouping of organization policies, practices, and designs. It is specifically because it is not easy to make organizations that change rapidly and effortlessly that being able to do so is an influential and sustainable foundation of competitive advantage.
Its one thing to know talent is significant and it’s another to make talent a foundation of competitive advantage. It requires maintaining the right talent and organizing and managing it efficiently (Sears, 2003). Maintaining the right talent is not easy, but Home Depot seems to get it done by dedicating resources to it.
Discuss the key channels that Home Depot developed for recruiting talent.
The key channels that Home Depot developed for recruiting talent has been built to meet the retail hiring needs and observes some of the leadership development programs that have been formed to meet the leadership talent needs of the organization.
Home Depot works hard to attract top talent and then commits to supporting that talent while they prepare for upcoming leadership roles. They include:
• Embedding the enduring importance of human capital to corporate success.
• Internalizing the importance of engaged associates in creating a superior customer experience.
• Experiencing unprecedented growth in challenging employment markets.
• Acknowledging significant changes in workforce and consumer demographics.
• Understanding that talented associates tend to leave leaders, not companies, and

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