Future of the Talent Management

peopleconscience.com

Over the past decade, talent management has undergone some radical changes. The organization is using more social media and job recruitment sites to hire new talent into their company. Present day talent management is not just a hiring process. It has more weight when it comes to creating a suitable workforce for the company. It has the ability to when to hire. All the job recruitment sites are significantly improving their data sorting technologies so that organizations can find talent fast and find the most suitable candidate effectively. Furthermore, there are people from different generations working in the organization. Eventually, the older generation has to retire and the new generation needs to take control of the organizational process. This will introduce new methods of working like flexible working hours, remote working. It will lead to new relationships between the organization and employees. Organizations will introduce new applications to handle HR related tasks. This will allow organizations to connect with their employees round the clock. 

The organization will use more scientific ways to improve the decision-making process. When organizations have more data regarding employees, it will allow them to have new algorithms to decide what is best for the organization. The new generation will always try to find the best opportunities because of globalization. Talented people will always choose better work/life balance opportunities and Organizations need to prepare themselves to address the new global workforce revolution.

Future technologies will always introduce new ways of opportunities to do better at talent management process but we need to understand that new technology can not apply to all sectors, all economies, or all employees evenly. All the people who are into talent management will always need to find the balanced most suitable process that has the best impact on the organization.

Al Ariss, A., Cascio, W. and Paauwe, J. (2014). Talent management: Current theories and future research directions. Journal of World Business, 49(2), pp.173-179.

Juneja, P. (2015). Talent Management for the New Generation. [online] Managementstudyguide.com. Available at: https://www.managementstudyguide.com/talent-management-new-generation.htm [Accessed 2 May 2019].

Cook, I. (2015). This is What Talent Management Will Look Like By The Year 2018 — Are You Ready?. [online] Human Resources Today. Available at: http://www.humanresourcestoday.com/2018/talent-management/wellness/?open-article-id=3453491&article-title=this-is-what-talent-management-will-look-like-by-the-year-2018---are-you-ready-&blog-domain=visier.com&blog-title=visier [Accessed 2 May 2019].

Why knowing employee is important ?

dnaindia.com

Building The relationship between the employer and employee is very important for an organization. Getting to know your employee will help the management to understand the employee needs and how to interact them for better productivity.

Organizations need to have a better idea about their employees when it comes to job satisfaction. When managers stop listening to their team members, they will get demotivated. They will just not going to give their full commitment to the organization. Eventually, they will attend to work just to receive their monthly salary.

Organizations should concentrate more towards looking after their employees. Managers have a responsibility to connect with employees and appreciate their work. Get to know their names, do regular evaluations and provide corrective feedback to improve work processes and motivate them to be better at their job. When managers do all above, employees will be able to motivate themselves and they will be happy to be working for the organization.

When organizations have a positive work environment, it will allow them to have a better understanding between managers and staff. People from different departments should communicate and it will allow them to reduce the stress levels of their work. When managers engage with staff issues, it allows them to connect with them on a personal level.  These will help the employees to perform well and it is a very important aspect of talent management.

Get to know employees will lead to a strong workforce and efficiency.  When an organization understands its workers well and the other way around, there will be a fewer issue and the company will be a healthy place to work.

Werner, J. and Desimone, R. (2012). Human Resource Development. 5th ed. India: Cengage Learning, pp.301-310.

Fundamentals of Human Resource Management. (2014). 5th ed. Singapore: McGraw-Hill.

Ashe-Edmunds, S. (2017). Importance of Knowing the Strengths & Weaknesses of Employees. [online] Career Trend. Available at: https://careertrend.com/importance-knowing-strengths-weaknesses-employees-12282.html [Accessed 1 May 2019].

Why Design of Work important?

jobs.engie.com

Job design is a very important tool for the organization to increase the work force performance. But before discussing the importance about the job design process, it is important to discuss job analysis. It is a process that identify the work knowledge, skills and abilities every employee need to have to complete certain organizational tasks. It is important to identify certain work processes fits into employee roles to maximize the performance.

Once all the requirement identified through job analysis, the next stage is to design the job role for the relevant task. As per Armstrong, job analysis is a process that describe the job specification an order to fulfill work requirements and improve personal needs of the employee. (Armstrong (2014).

When the HRM involving in job design process it is important to check the work load that allocated to the employees. Whether it’s too much work or less work for them. And at the same time the tasks that are in the job description is clear and well communicated to the employees. HRM should always make sure the work that they assign to certain roles are not repetitive in the job role.

Once the job design is completed the organization will be get positive inputs from the employees. Employees will be able to have innovative ideas to do better at their work .They will be able to have better training and development programmes that will cater the specifications of the job role. An effective job design will help the employee to do better and stay motivated. This will leads to have more effective and productive employees and it will helpful to achieve goals for organizations.

References

Hofstede, G. (1980). Culture’s consequences: International differences in work-related values. Newbury Park, CA: Sage. 

Juneja, P. (2019). Job Design - Meaning, Steps and its Benefits. [online] Managementstudyguide.com. Available at: https://www.managementstudyguide.com/job-design.htm [Accessed 2 May 2019].

Mayo, E. (2008). Job design - Process of job design - Approaches to job design - Theories of job design - WHAT DO CANDIDATES LOOK FOR IN A JOB? - What is Human Resource? (Defined) Human Resource Management Topics - Labour Laws - High Courts & Supreme Court Citation - Case Laws. [online] Whatishumanresource.com. Available at: http://www.whatishumanresource.com/job-design [Accessed 1 May 2019].

How does Motivation affect an Organization ?

Accentis

Organizations always looking for opportunities to increase their productivity. They always find new ways to make the work environment a better place for their employees. In all organizations there are leaders who motivate people to do better. And there are many ways that an organization can motivate people. Most of the time its positive but sometime it can be negative as well.

Destructive motivation is not a good way of approaching people. For example if a leader using fear and pressure to motivate people, he or she might get results for the short term but it will affect the employee performance long term. People with fear and pressure will not do their best at all times. It will lead them to depression and workforce of the company will eventually get weaker. People will gradually demotivated and leave the organization for the good. It will directly link to organization stability.

On the other hand there are organization that has a constructive plan to motivate people. Job satisfaction is a very important when it comes to self-motivation. When employees have confidence about what they do in an organization, it is easy to get motivated. When we talk about constructive methods to motivate people it is important to have evaluation process for the employees. When the employees are doing better at their jobs, rewarding them will increase the productivity and more people tend to do better in the organization.

It is important that organizations to have training and development strategies that including above mentioned key points. And setting up a positive and work friendly organizational culture will help employees to do better. Happy workforce is leads to successful organizations.

Hassett, S. (2004). Super motivation. Pittsburgh, Pa.: Dorrance Publishing.

McNamara, C. (2016). Helping People to Motivate Themselves and Others. [online] Managementhelp.org. Available at: https://managementhelp.org/leadingpeople/motivating-others.htm [Accessed 29 Apr. 2019].

Mathis, R. and Jackson, J. (2000). Human Resource Management. 9th ed. United states of America: Dave Shaut.

Technology impact in Talent Management

Present day technology plays a very important role in our society. It is changing rapidly and companies need to change and adopt according to new technology. There are new methods of technology have introduced to talent management. For example if a company wants to recruit, they just put an online advertisement regarding the opportunity rather than publishing them on a newspaper.

There is a large improvement in HR systems that uses cloud computing environment. It is actually creating a platform into intelligence (Collins 2017). People use data to process and predict task and behaviors. Studying employee behaviors will allow the management to understand better opportunities for business development. Identifying the correct talent using data is very important. The organization will be able to identify most suitable people without spending more time and money.

There are few important points that will change the talent management in an organization for better good. It is very important to define the job qualifications when it comes to talent management. It will improve productivity and also when it comes to job search platforms candidates will be able to find the most suitable position for them.

Another important point is how an organization can improve training and development. This will be tailored to each and every employee according to their job experience. The career progression is a very important for new generation employees. It will also help to retain valuable employees in the organization. Once the organizations have personalized training and development programmes it will allow employees to have better future roles. It will also maintain organization effectiveness and employees keen for progression.

Finally organizations should have a long term plan for employees with talent management. It should be the company asset that predict future requirement and identify employees and train them, develop them. With technology it will be more efficient to make decision that help company to have strong work force and better management decision making environment.

References

Dessler, G. and Varkkey, B. (2009). Human Resource Management. 11th ed. India: Person.

Davies, I. (2016). Council Post: Three Ways Technology Is Transforming Talent Management In 2016. [online] Forbes.com. Available at: https://www.forbes.com/sites/forbestechcouncil/2016/03/17/three-ways-technology-is-transforming-talent-management-in-2016/#7b73fe0351d7 [Accessed 28 Apr. 2019].

www.cleverism.com. (2016). The Future of Talent Management. [online] Available at: https://www.cleverism.com/future-talent-management/ [Accessed 28 Apr. 2019].

Why is Team Culture Important ?

When we are consider about talent management organizational culture plays a very important part in the organization. According to Armstrong, organizational culture is the pattern of values, norms, beliefs, attitudes and assumptions that may not have been articulated but shape the ways in which people in organization behave and things get done. Armstrong (2006).

It is important to have a culture for every organization. It define the people who work in the organization. Each organization has their own way of managing people. The culture will help the organization to handle employee’s attitudes towards company goals and to each other. Since Different companies have different cultures it is very hard to explain a common ground for organizational culture.

When people working for the same company for longer periods they just go through changes. Like different management, new tactics for the business, new people join the organization. Even they have those changes the main culture of the organization will never change.

For example, let’s talk about Nike sports goods they have factories marketing offices regional offices around the world but the key cultural parts represent in each place as the same. They have same office environment setup. Organizational processes are same. They might use different languages or different methods to approach the employees but the organizational cultural message is same. When an organization has a core culture it is easy to develop the employees and have a strong work force.

When an organization has a positive culture people get motivated to do better and it will be a positive outcome for the management. Employees always willing to improve when the management creates a work friendly culture inside the organization. Since the organizational culture is unique to each company people who adopt to the culture will work towards the goals without any hesitations. This will allow people from different backgrounds to work as a team and be successful in their future.

When it comes to organizational culture it is not possible to say which one is better. Different management methods cater different organizational cultures. What we need to understand here is we need to maintain the culture for improve company performance rather than hold back the productivity. A solid culture will help the organization to achieve their goals and be the better company among other competitors.

References

In-text: (Armstrong and Taylor, 2014)

Your Bibliography: Armstrong, M. and Taylor, S. (2014). Armstrong's handbook of human resource management practice. 13th ed. Kogan Page Limited, pp.383-395.

McNamara, C. (2006). Field Guide to Consulting and Organizational Development. Authenticity Consulting, LLC.

Learning and Development in an Organization

The current work business environment is growing rapidly. Because of that, organizations need to have an up to date business strategy to compete with other organizations. Most of the organizations invest more money when it comes to learning and development concept (ATD research 2018). Companies want to recruit better and get the right people involved and they want to manage their employees well and reward them so they will perform well. Once the organization has the right person for the right job, then it needs to develop them.

Learning and Development

Learning and development is a process that will help to obtain and develop the knowledge, skills and attitudes through learning or development experience. This process will help to build a stronger workforce when the organization needs its workforce.

Learning

Learning is a process that helps to achieve skills, behaviors and attitudes via experience. This is a process that every organization spending a lot of money and time to help employees to perform well.

As explained by Honey and Mumford (1996): ‘Learning has happened when people can demonstrate that they know something that they did not know before (insights, realizations as well as facts) and when they can do something they could not do before (skills).’

Development

This is mainly focused on to identify the correct employee and make them grow with proper planning and learning process. This will help the organization to change the current state of skill levels to a better state of skill level through a proper process.

  Learning Styles 

In the beginning, Honey and Alan Mumford (1986) did explain a learning style that explains how people learn in general.

·        Activist - people who are learning from there experience. these people will try their task at least once and see the outcome

·        Reflectors - People who are thinking about all the possibilities before their task belongs to this category. These people are spending more time to come to a conclusion before  starting a task

·        Theorist - People in this category likes to look for facts, models, and theories to learn the task. Once they fully understand the task, only they will proceed.

·        Pragmatist - People who are willing to try to solve the problem with a different attitude. they will use other ways to solve the issue and move forward with new concepts

In an organization, there are people we can fit each learning category. It is a good practice if we can find out the most suitable learning process for each organization. Once we identify the correct people with each learning method, we should be able to develop them through a planned process that the employee and employer have a better understanding of their goals. How they can motivate the staff. What rewards and benefits come after the development. Finally, learning and development is a continues process that organization has to follow to generate a strong work force.

References

2018 State of the Industry. [online] Available at: https://www.td.org/research-reports/2018-state-of-the-industry [Accessed 1 Apr. 2019].

Honey, P and Mumford, A (1996) The Manual of Learning Styles, 3rd edn, Honey Publications, Maidenhead 

Michel Armstrong (2001), “A Handbook of Human Resource Management Practice”, Kogan Page, 8th Edition.

Challenges of Talent Management

What is Talent Management...?

Present day, talent management is not just a term that relates to HRM. It is a process that many organizations trying to rely on when it comes to recruiting the best of the best for their company.

Therefore, first, it is important to identify what is talent management in a company environment. A process will help the organization to recruit, retain and develop the most suitable people for the right job. Many people will say talent management and human resource related to the same area of interest, but few points can differentiate talent management from the HRM.

Before going into details about the differences between two points of views, what HRM can achieve in an organization?

When a business is started growing, many departments add to the organization to improve productivity. Therefore, HRM has a vital part in the organization by correctly managing staff resources.

It is important to talk about how talent management and HRM differ from each other. First, we can look into a few key features.

In both scenarios, it is true that those two are sharing the same structure, but HRM is more into managing people within the HR department. Using talent management method will help the company to take the process to the relevant department. Therefore, the company will be able to identify the potential staff members and train them within each department. This will help the organization to grow strong.

Most of the time HRM will manage only a limited number of areas related to company employees like pay, leaves, and benefits, medical. However, Talent management directly involves in a strategic plan to get potential employees to grow better and serve the company better.

Furthermore, it is a plan that takes time to provide quality and reliable people who are willing to work long term for the company.

Recruitment through nepotism could lead to unnecessary difficulties in an organization.  It is important to carry out effective hiring strategy to select correct candidate.     

Following the main steps of talent management, which is recruited developer and retain the organization will be able to successfully train more people for the appropriate requirement. Once the organization has a strong workforce it will improve productivity. When the correct project plans are up and running for development of the existing recruitment, the organization will have the ability to produce long-term employees with proper cost-effective methods.

References

Employment-studies.co.uk. (2019). [online] Available at: https://www.employment-studies.co.uk/system/files/resources/files/502.pdf [Accessed 25 Mar. 2019].

Ingwersen, H. (2019). What Is Talent Management and How Is It Different from HR?. [online] Blog.capterra.com. Available at: https://blog.capterra.com/what-is-talent-management-and-how-is-it-different-from-hr/ [Accessed 25 Mar. 2019].

Managementhelp.org. (2019). Talent Management. [online] Available at: https://managementhelp.org/humanresources/talent-management.htm [Accessed 25 Mar. 2019].

En.wikipedia.org. (2019). Talent management. [online] Available at: https://en.wikipedia.org/wiki/Talent_management [Accessed 25 Mar. 2019].

Managementstudyguide.com. (2019). Talent Management - Meaning and Important Concepts. [online] Available at: https://www.managementstudyguide.com/talent-management.htm [Accessed 25 Mar. 2019].

Llamas, C. (2019). The importance of talent management and why companies should invest in it. [online] Human Resources Online. Available at: https://www.humanresourcesonline.net/the-importance-of-talent-management-and-why-companies-should-invest-in-it/ [Accessed 25 Mar. 2019].