Introduction
Talent management is the
process of creating, nurturing, and managing the workforce of any organization,
particularly in the modern business environment. Organizations that do not have
a strong talent management strategy are likely to face numerous challenges such
as low employee morale, high turnover among staff members; inadequate job
satisfaction rates; poor motivation levels among workers as well as increased
levels of absenteeism among employees. (Kurtz & Keller, 2012) In addition,
companies with weak strategies of human resource management tend to experience
reduced employee commitment and engagement as well as lower productivity. This
article provides an analysis of why it is important for small or medium-sized
organizations with smaller staffing requirements to ensure that they can
effectively implement talents management into their operations.
Talent Management Plan
The organization I will be
focusing our attention on is Midsize- a global manufacturer of apparel and
consumer goods for women and men. They have been having problems since they
began hiring more and more people in 1995. “The company’s problem-solving
approach – which has produced fewer than 3% annual growth – is causing them to
rethink how they use HR processes. With this kind of mindset, the company wants
to improve its performance by increasing its capacity.” (Kurtz & Keller,
2012, p. 10) Thus, there is a need to put in place plans of dealing effectively
with future recruitment needs that include improving the company’s skill sets
and enabling the organization to grow into larger employment opportunities.
This is also essential as the current trends in workforces indicate that there
is a big shortage of skilled labor in the world today. As such, when a large
corporation like Apple had started hiring so many engineers and designers to
produce all these products, then no one would have imagined that the same thing
was going to happen to you. Because of this reason we have to plan ways in
which new qualified jobs can be created. One option being used by corporations
is through partnerships that seek to increase their participation in talent management
teams at other firms. This method of recruiting employees is known as mergers
and acquisitions. (Kurtz & Keller, 2012) These are usually done to realize
profits because as stated earlier, the available skills are limited. It
therefore only makes sense for employers to look for opportunities where they
can outsource their knowledge, skills, and abilities to maintain a competitive
advantage in the market. The fact that in most cases, these moves pay off
should make us ask ourselves why these initiatives were implemented the first
time at both Kmart and Wal-Mart? Both the companies realized the value of
growing their brands and becoming successful but did so independently. Hence,
with such a diversified portfolio, partnering with another firm might prove to
be beneficial. To accomplish the goals of merger and acquisition, many times
the decision is made by two independent entities, or sometimes an entity that
is not directly involved in the transaction is involved. This means that once a
successful plan is developed, they decide to move forward without involving
each other in decision-making.
Talent Management Process
The talent management
process refers to the processes that need to be followed during and after a
potential candidate is employed. It must be noted that even in the case where a
potential employee is employed, the task of sourcing and retaining the right
people should be made an initial focus when looking for employees. A person who
has been trained and proven good at her/his job would be better suited to fill
the role. If there are not enough good candidates in the market, then the
company may have to create opportunities elsewhere and hire new ones. When it
comes to selecting talent management processes, it is important to select and
develop employees first. Most people assume that a top-down selection process
is a way to go, however when it comes to finding employees, the company should
choose first and foremost their internal employees to learn from them and help
fill critical positions within the organization. (Kurtz & Keller, 2012)
Therefore, the recruitment process itself should first be conducted internally,
then externally through external recruitment, and finally through external
recruitment.
External recruitment
strategies involve efforts made by an organization to source employees
externally for example through outsourcing, downsizing, and offering internships.
An organization should establish criteria and identify sources of information
that will assist in identifying the best possible talent for the job. There are
three main types of external recruitment methods; direct contact, referrals,
and advertising.
Direct Contact
Direct contact refers to
the use of representatives from the outside who interact directly with the
individual to determine the availability of a vacancy. Once the person has
filled up the position, the representative will return to his area of
jurisdiction and announce whether he/she is now employed or not. By doing so,
the company will then recruit a replacement person to take over. That way, the
company will avoid any trouble in filling vacant jobs. Direct contact is a
great way to attract and retain those employees who are qualified,
knowledgeable and willing to work. However, like all forms of external
recruitment, it can backfire especially if a worker knows he can find more
money elsewhere. (Kurtz & Keller, 2012)
Advertising
Advertising involves
placing ads in mass media that advertise vacancies throughout the country and
asking potential employees to submit personal information that may be needed in
hiring. If a potential employer receives an ad from another job site, he or she
should click on it and follow instructions for submission of information and
answers to some questions regarding this vacancy. After doing this, the
individual who clicked on the ad will receive a message on how to apply for the
job. This can be easily accomplished by having a conversation with a member of
the public and providing information on when he feels comfortable in applying
for the job. It is always advisable for people who want to be hired to answer
questions about why a particular job is attractive to them. This can usually be
done online using websites like Monster.com and Indeed.com. The information
provided allows workers to be familiarized with the job and how to apply for
the job in question. This type of recruitment is preferred by most employers as
it enables them to employ individuals who have the necessary qualities and
qualifications required for the job and has been proven to perform well in
previous jobs. This can benefit the company as it can find workers with
desirable attributes that are not often found in other industries. (Kurtz &
Keller, 2012) Unlike advertising in general, advertisements do not require much
preparation and work from potential applicants. Some advertisements do not
contain personal details on prospective applicants, therefore, creating more
confidence in the person applying. Advertisements can however be very
misleading with regards to specific industries. For instance, if someone
applies for a job in advertising jewelry and watches, she may get an offer in
real estate or something similar.
Conclusion
In conclusion, it is
generally accepted that talent management is a key component for strategic
success in an organization. Companies that realize the importance of investing
in talented personnel tend to reap huge benefits in terms of improved employee
communication, employee satisfaction, and employee retention. The ability to
accurately address the needs of diverse groups of potential employees is what
distinguishes them from every other workplace in the world.
References
Kurtz, W., and Keller, W.
R. (2012). Contemporary Human Resource Management: Managing People in
Workplaces (12th Ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
No comments:
Post a Comment