MN7181-Peoples and Organization-

Employee Talent Management



Talent management is one of the primary management tools for 21st century human asset management because the significant resource for firms competing in this century is no longer land, capital and other tangible assets but the human capital necessary to adapt organizations to global competition and maximize the benefits associated with the current technological boom. (Cappelli, 2008)

Talent management is an espoused and enacted commitment to implementing an integrated, strategic and technology enabled approach to human resource management (HRM). This commitment stems in part from the widely shared belief that human resources are the organization’s primary source of competitive advantage; an essential asset that is becoming in increasingly short supply. The benefits of an effectively implemented talent management strategy include improved employee recruitment and retention rates, and enhanced employee engagement. These outcomes in turn have been associated with improved operational and financial performance. The external and internal drivers and restraints for talent management are many. Of particular importance is senior management understanding and commitment. Practical implications.(Hughes and Rog, 2008)

                                                         Source: Hudson Research & Consulting


According to Vijay Kumar et. al. (2012) Indian software industries face crises on various retention and attrition strategies of talented workers. The authors examine the phenomenon if employee retention in the IT sector can help the organization in the sector to retain their valuable talented employees. The human resource department has to play a vital role is designing the policies, practices and strategies which can enable an organization to retain the human resources contributing significantly to the business. Eric et al. (2012) studied how employees regard the importance of their empowerment, equity of compensation, job design through training and expectancy toward effective performance management on their retention. It is found that training and development, appraisal system, compensation are significant to employee retention except employee empowerment. 

The Talent Management Program (TMP) variable was found to be a significant predictor of employee value proposition (EVP). This implies that TMP is a vital creativity of human skill that can facilitate EVP for the employees of Malaysian banks. The fact that EVP in this model has mediated partially with TMP indicates that TMP will predispose bank employees in Malaysian banks to have an effective EVP, which can avoid them to have the intention to leave; hence reducing the rising turnover among professionals and talented young bankers. Moreover, by proposing and developing Talent Management Crisis Model, the Malaysian banking industry could manage well against the risks brought about by the intention to leave and/or continued dissatisfaction for not having the ability to exit the work place early. In this way, not only will the status symbol of banks’ employees continue to leap and sustain, this will also lead to a balanced emotional and work-life for them amid competitive and rapid changing environment and technology.  (Tajuddin et al.,2015) 

Conclusion

Talent management is an important process  in a organization, it is a constant process that involves attracting and retaining high-quality employees, developing their skills, and continuously motivating them to improve their performance. 

References 

Rog, J.C.H.E., 2008. Talent management: A strategy for improving employee recruitment, retention and engagement within       hospitality organizations. Management, 20(7), pp.743-757.

 Tiwari, U. and Shrivastava, D., 2013. Strategies and practices of talent management and their impact on employee retention        and effectiveness. The International Journal Of Management, 2(4), pp.1-10

Maheshwari, V., Gunesh, P., Lodorfos, G. and Konstantopoulou, A., 2017. Exploring HR practitioners’                  perspective on employer branding and its role in organisational attractiveness and talent                     management. International Journal of Organizational Analysis.Scullion, H. and Collings, D., 2011. Global talent management. Routledge.

Scullion, H. and Collings, D., 2011. Global talent management. Routledge.




Comments

  1. Chanakaja13 December 2020 at 07:33

    Talent management is a constant process involving the attraction and retention of high-quality workers, the improvement of their skills and the continuing incentive to enhance their performance.

    Good work

    ReplyDelete
  2. M. R. M Nishak13 December 2020 at 08:55

    Attract top talent: Recruit the most talented and skilled employees available. When you have strategic talent management, you are able to create an employer brand, which organically attracts your ideal talent, and in turn, contributes to higher levels of business performance and results.

    ReplyDelete

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