Talent management for an organization refers to the process of managing the competency and the ability of the employees of an organization. The process of talent management is not limited to the recruitment of the suitable employees, this process involves the development, the retaining and giving promotions to the employees. Resourcing refers to the process of assigning a particular employee for his suitable task and the necessary resources are also provided to them. Talent management activities are influenced by internal factors of the organization that include the proper utilization of the employees, management of the outsourcing activities of the company (Bbc.com 2017). The talent of the employees is managed with the help of this process. The external factors that are managed by the talent management process includes the competition in the market. The talent management activities in the organization includes the alignment of the goals of the individuals with that of the organization. Conducting reviews of the performance of the employees and tracking their performance, providing the feedback for the performance, investing in the development of the employees (Dailymail.co.uk 2017). Identifying and then rewarding the employees who are performing well, making a plan to tackle situations related to turnover of the employees and this will help the organization to increase their efficiency.
Talent management refers to the strategy of the business which is made to retain the employees in the organizations. The involvement of the employees in the work process of the organization and the recognition that the employees receive is a part of the talent management process. The talent management process is undertaken in the organization to retain the superior employees of the organization (Gov.uk 2017). The managers have a significant role in the talent management process and the retention of the employees who are superior in the organization. The talent management system of the organization consists of many other processes as discussed further. The planning of the recruitment, the development of the job description, writing the job post and many more. The most important part of the talent management process is to recognize the superior talent in the organization and thereby use the talent to achieve the goals (Ons.gov.uk 2017).
As discussed by Allen et al. (2010), the labour market in UK is of huge size of around 33.6 million people of the total population of 65.6 million people. The unemployment levels in the labour market has increased in the year 2017. The labour workforce of UK includes the labour that are supplies by the households and the demand for the labour in the firms. The price of the labour is determined by their wages and the income that is provided by them is regarded as the cost that is incurred by the firms. The demand in the labour market is determined by some factors which include, the rate of their wages, the demand for the products that are manufactured by the labour. The productivity of the labour and the profitability of the firms affects the labour market of UK. The other factors include the buyers of the labour and the substitutes that are available for the labour.
HR planning or human resource planning is the process by which the currents need and the future needs related to the human resources of the company are identified, so that the organization can achieve its goals. Planning of the human resources act as the link between the overall plan of the organization and the management of the human resources of the company. The HR planning process of the organization helps the company to make sure that adequate competencies and skills are acquired by the employees, so that the company can succeed (Bratton and Gold 2012). The demand and the supply of the labour affects the human resources planning of the company. The demand for the labour who have acquired the correct amount knowledge and skills required for the company affects the planning related to the human resources. The planning of the human resources of the company are part of the overall strategy of the company.
Skills shortage occurs in an organization, when enough amount of people is not present having the skills that are required by the organization. This situation occurs when the executives of the organization do get the right people for the job that is to be performed by them. Skills shortages occur when there is a problem in the recruitment process of the organization and when the organization has difficulties in retaining the employees as well (DeNisi and Smith 2014).
Labour shortage takes place when the company does not have enough labour to complete the work related to the organizational processes. This type of shortage can occur in any type of industry and can affect the skilled, unskilled or semi-skilled jobs as well. The main cause behind this type of shortage is mainly the low level of employment. It can thereby be said that skills and labour shortage are different from one another and occurs at different points of time in the organization (Van Knippenberg et al. 2013). Organizations can address the shortage in the skills and labours by retaining the employees and training them regarding the processes of the jobs.
According to Van Knippenberg et al. (2004), diversity can be defined as the way by which the organization is able to attract new employees so that they can employ talent with a wide range of abilities and qualities as well. The employees are recruited based on their skills of problem-solving and the perspectives they have towards their work. Diversity is important in the workplace because this involves a combination of employees with diverse skills and knowledge and various ideas (Iqbal et al. 2015). A work group consisting of people with homogeneous ideas poses a risk towards the organization of approaching all the problems in the same manner. Diversity approach is the way by which the employees try to solve the same problems in different ways and have fresh perspectives towards the problems. On the other hand, equality approach is the way by which the employees have the same approach towards the problems and are unable to generate fresh ideas.
The selection and recruitment process is important for the established business and the new businesses as well. The recruitment process of an organization is conducted by the HR manager of the company and he is assisted by the specialist of employment. There are many processes that are involved in the recruitment drive of an organization. These processes include sourcing the candidates, tracking and reviewing the applicants, conducting the interviews and selecting the candidates for the employment (Jiang et al. 2012). The tools that are used in the process of selection and recruitment are screening the employees, interview by telephone, interview taken by the HR manager, checking the background of the employees who are selected, testing the drug related addictions of the employees, assessment of the skills.
Employer branding is the term which refers to the reputation of the organization as an employer and the value proposition of the company for the employees. The value proposition of an employer is used to define the employment offer of the organization. The employer branding process is applied by the talent management department and the human resource department of the organization. This process is used to attract the employees towards the organization and further engage the employees in the work process and retain them in the organization (Edwards 2012). The brand management of the employer is performed to expand the opportunity of the intervention of the particular brand beyond the communication process so that every feature of the experience of the employees and the management of the people can be incorporated. Employer branding plays a crucial role in the recruitment process to create an image of the brand and further the talent management process is affected to retain the employees in the organization (Kehoe and Wright 2013).
A contract of service is made between the employer and the employee where the employee promises to render his services based on certain terms of service. A contract for service is made between the contractor and the client where the contractor promises to provide any types goods or services to the client.
Induction is the process by which the organizations welcome the new employees and try to educate them about the work processes. This is done to prepare the employees for the roles that will play in the organization. Induction process is a major part of the talent management process and the recruitment process of the organization (MacLeod and Clarke 2011). The recruitment is completed after the induction of the new employees are completed successfully. Successful induction helps in managing the talent of the employees and giving them the role in the organization for which they are eligible. The strategic importance of induction process cannot be denied by the organizations.
Performance management can be defined as the process which includes the activities that can help to ensure the achievement of the goals of an organization. Performance management is important for the organization so that the focus is on the performance of the organization, the departments of the organization, the employees of the organization and the services and the products that developed by the organization. The strategic objectives of the organization are with the systems, the resources and the employees of the organization with the help of the performance management process (Buckingham and Goodall 2015). The recruitment process and the talent management process of the organization is also linked with the performance management process.
The retention process of the organization is referred to the process by which the organization aims at retaining the productive staff by recognizing their efforts and motivating them. The turnover of employees refers to the movement of the employees from one organization to another. The strategy of the organization and the HRM activities relate to the turnover of the employees (Van De Voorde et al. 2012). The analysis of the turnover and retention of the employees provides information to the HR department about the environment in the organization and develop strategies to solve the employee problems.
Absenteeism of the employees in the organization has a negative effect on the work processes and the productivity of the employees and the organization. The stress related to workplace environment is also a main cause for the absenteeism of the employees. Stress in the workplace refers to the immense amount of physical and mental pressure that the employees face in an organization (Morley et al. 2015). This acts as a major factor in the absenteeism of the employees. The employers need to conduct surveys and analyse the amounts of stress that the employees are facing in the organization. Low levels of stress in the organization ensures low absenteeism of the employees.
Conclusion
The analysis in this report is based on the talent management process of an organization. Talent management is an important activity that is conducted in an organization to manage the various levels of employees and the talent possessed by them. Resourcing on the other hand helps in bringing the new talent in the organization so that the work process of the organization can be improved. The productivity of the new employees helps the organization to achieve its goals and thereby reach their target. Talent management is an integral part of the human resource management system and is linked to the process. The report is based on the various aspects of the organization that are related to the resourcing and talent management process and the human resource management as well.
As discussed earlier, the talent management process benefits the organization by the selection of the perfect talent for the organizational purposes. The labour market of UK is also analysed in this report. The labour shortage in the recent years and the increase in the rate of unemployment is included in this discussion. The process of the planning of the HR related activities and the human resource strategy affect the labour market and the issues related to this market. The human resource strategy needs to be developed based on the overall strategy of the organization related to the corporate environment. The skills shortage and the shortage of labour related to the organizations is discussed in detail in this report. The issues related to the shortage of labour is discussed in detail in this report. The discussion is related to the response that the organizations can have to address the issues of labour shortage in the corporate environment.
The other topic that is discussed is the diversity of the skills and the employees of an organization. The analysis shows that the employees of the organization need to have diverse skills so that they can address the issues related to the organization in many different manners and there is no shortage of ideas. The selection and the recruitment related strategies of the organizations are discussed in the report. The importance of the selection and the recruitment process for the organization is also discussed in the report. The selection and recruitment process is closely linked to the talent management activities of the organization.
The tools related to the selection and recruitment process of the organization is analysed earlier in the report. The next topic is related to the branding of the employer and the increasing the value of the brand and attracting the employees towards the organization. The induction process of the organization and the relation to the talent management is discussed in the report. The relation of performance management with the talent management of the employees and the turnover and retention of the employees is discussed. Further, the stress in the workplace is also discussed. The report is mainly based on the analysis of the talent management process and the integration of this process with the HR related activities of the organization. The human resource department and the activities related to the labour and skills of the employees is the main point of discussion.
References
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