This thesis examinates what factors affects the ability for the case organisation, Carlsberg, to balance talent-development versus talent-consumption, and how the leadership-process surrounding Carlsberg’s International Talent Programme (CITP) can be adjusted to better support such a balance. The thesis is divided into four analytical sections, where the first contains theoretically based discussions on how you can understand the concept of talent and the development of such. Through these discussions we have gained an insight into what the concept holds and which factors influence its existence. The findings make us able to discuss Carlsberg’s understandings, communications and work in regards to the concept. These discussions show that Carlsberg has a very unclear understanding and communication of the concept, which affects the way both talents and their managers understand their own and each others roles. The above findings lead us to the second section where we examine what expectations there are created as a consequence of becoming a talent, and how these are influenced by the unclear communication. These analysis’ primarily show a lack of clear expectations, which is discussed in a motivational perspective, and are followed up by discussions about what might be the underlying reasons. We conclude these sections of the thesis with thoughts and discussions about why there might be a lack of expectations because of problems in the selection process in terms of the managers’ lack of understanding of the differences between high-performers and highpotentials, where the latter is regarded as a talent in the context of Carlsberg. The third section of the thesis focuses on how the managers of talents view their role. We find that it is up to the individual manager to interpret Carlsberg’s information, and define the ways in which the manager wishes to participate in developing talents, which shows that Talent Management at present time is not an integrated part of the Carlsberg culture. The fourth and final section seeks to map out how the influential roles that define the leadership-proces in Carlsberg can be better defined, and how the organization of these can be strengthened to create a better balance between talent-development and talent-consumption The thesis concludes that there are many factors that affect Carlsberg’ ability to balance talent-development versus talent-consumption, of which the most noticeable is the current unclear communication about role content, the lack of managers involvement and the selection process of the talents. These findings require that the individual roles in the leadership-process become better defined, and that there will be a much more noticeable focus on structural elements in the culture that will support the work with Talent Management.
|Educations||MSc in Human Resource Management, (Graduate Programme) Final Thesis|
|Number of pages||119|