Instructions Congratulations! You have been hired as a consultant to address and enhance an organization’s talent strategy framework. Focus on one of the well-known organizations with which you are familiar with, (either Apple or Amazon). You must use at least 3 of the sources attached and any of your own about the company. Start this report with an executive summary of the organization, which should include a brief organizational profile and an overarching discussion of the business strategy that informs the talent management strategies. Following the executive summary, you will assess the organization’s talent strategy. Key elements of the talent management strategy will include the following: 1. Its talent requirements, critical competencies, and key types of talent 2. Its talent beliefs 3. Its talent pipeline and talent flow 4. The organization’s employee experience and culture 5. Its employee engagement and retention strategies 6. Its employee development efforts 7. Its leadership development and succession planning models 8. Its performance management strategies for holding people accountable, including its objectives, key activities, rating system, ability to achieve objectives, and consistency between practices and beliefs Each of the key elements should include observations followed by overall recommendations. Formatting • Length: Your paper should be approximately 7-10 pages in length. Points will be deducted for papers that exceed the specified length (see rubric below for more details). • Adapted APA: References Barnett, R. C., Meyer, M. L., Murphy, S. J., & Metcalf, S. M. (2010). Ecolab, Inc. In M. Goldsmith & L. Carter (Eds.), Best practices in talent management: How the world’s leading corporations manage, develop, and retain top talent (pp. 84-102). Hoboken, NJ: Wiley. Boudreau, J. W. (2010). Using workforce logistics to retool the talent life cycle. In Retooling HR: Using proven business tools to make better decisions about talent (pp. 149-178). Boston, MA: Harvard Business Press. Chamorro-Premuzic, T., Winsborough, D., Sherman, R. A., & Hogan, R. (2016). New talent signals: Shiny new objects or a brave new world? Industrial and Organizational Psychology: Perspectives on Science and Practice, 9(3), 621-640. Goffee, R., & Gareth, J. (2013). Creating the best workplace on Earth. Harvard Business Review, 91(5), 98-106. Effron, M., & Ort, M. (2010). Talent reviews and succession planning. In One page talent management: Eliminating complexity, adding value (pp. 75-106). Boston, MA: Harvard Business Review Press. The Rothman, S. (2016). Succession management that delivers results: Simple, relevant, agile. New York, NY: The Conference Board. [Conference Keynotes].