Human Resource And Managing Global Talent – An Overview

Introduction and context

Discuss about the Human Resource and Managing Global Talent.

Human resource executives and managers of any organization have always emphasized on the fundamental need of talent management program for the enterprise. Talent management plan or program includes retaining, acquiring or hiring talented employees or associates. To reach the optimum success level, organizational leaders require high engaging as well as high performing workers (Stone 2013). It is very important to associate the talent management program, along with the company’s strategies, its policies, functional areas and leadership criteria as well. It is highly responsible for crafting the employee benefits, development, training, recruitment, rewarding as well as performance appraisals (Ashleigh, Higgs and Dulewicz 2012).

The report throws light on the need for managing global talent, developing policies and procedures for recruitment and selection at Rohde & Schwarz, while keeping under consideration the organizational strategies and objectives. The study adopts a qualitative approach of research and the dependent, independent and control variables are used as the basic sample for the collection of data. Moreover, semi structured interviews, reflective research and focus groups are used for capturing the experiences’ ranges as well as perceptions. The data is presented after complete analysis in the narrative format and the identification of key themes is done using the thematic analysis. Evidences are presented from authentic sources which further discusses about the Human Resource policies of the company. Therefore, it can be said that the factors are clearly identified and discussed in the study.

The report highlights consists of literature review, data collection methods, investigative approach and methods, ethical issues, time plan and resources;

• To investigate the background of the organization, its management and policies.
• To discuss in detail the Human resource management and talent management policies of the company.
• To identify the ways for creating business values and managing the workforce strategically.
• To focus on several initiatives like acquisitions and mergers, planning of succession, talent management, industrial relations, inclusion, labor relations and diversity and identify their effects.
• To provide with various recommendations on the present performance of the company and the steps it needs to undertake for further improvement.

Human Resource Management, often abbreviated as, HRM, refers to the management of the human resources. It is basically designed by the department of Human Resource, for maximizing the performance of the workers in accordance with the company’s strategic objectives and goals. Its major objectives are managing the employees of the companies, by focusing on their policies as well as systems. It is highly responsible for designing the company’s recruitment, employee benefits, development, rewarding, performance appraisals and training. In simpler words, human resource management is responsible for providing the associates with better and safer working conditions (Downs and Swailes 2013).

Rohde & Schwarz Asia is a subsidiary of Rohde & Schwarz GmbH and is established as the region hub in Asian region. The company has earned global acclamation for its health and safety policies. It has built a good reputation by creating a healthy and safe environment. The company has government verified certificates of the positive health and environmental impact. It has built a good image and earned great reputation, through creating a safe and healthy working environment for the employees. Moreover, the organization must take into consideration every single thing and that too, with great detail. This needs to be done in order to please their customers as well as check that they are not offended with the company’s services. The major concern of any company must be the consumers’ as well as the employees’ satisfaction (Al Ariss, Cascio and Paauwe 2014).

Research Problems

Aveyard (2014) stated that, while hiring new employees, the organization must set up an orientation program for all of them, in order to get them prepared by making them understand the vision, goals, mission, planning and strategies of the company. Such programs will benefit the workers by giving them a clear vision of the company’s procedures and policies. Furthermore, the enterprise must keep on conducting various programs or events on management, where different sorts of courses will be taught to the new trainees, by professional experts, certified trainers and others. The workers must be supported and encouraged to open up and interact, which will help them share their feelings and views regarding the company’s services and products. This will make them feel that the company values their opinions and views. The company’s culture and guiding principles have a notable impact on the Human Resource policies and practices of the organization.

The success of the company totally depends on how the organizational leader is treating his/her associates. It must not be taken very lightly as it has the potential to energize the employees, which can drive the company to something huge and greater. Rohde & Schwarz must always look out for new and modern measures for recruiting, developing or training their employees. They must be provided with vast opportunities and benefits as well, in order to assist in the profitability and productivity of the organization itself. The company must keep on encouraging skilled and diverse workforce, which will prove beneficial for the competitive advantage of the company, on the international platform. An organization with skilled and diverse offerings of experiences such as, cultural understanding, ethnicity, languages and more, can provide better services and facilities to the customers on a global platform. It also assists in the expansion of the company’s existing service range and that is advantageous for them (Bluen 2013).

According to Stone (2013), a diversified workforce enables the employees of any organization to freely communicate as well as provide an array of experiences, skills and points of view. It assists the company to meet the ever expanding needs of the customers as well as business strategies in a more proficient manner. Multinational companies that promotes diverse workforce can prove to be an inspiration for its workers and motivate them to give their best performance. The company’s operations management must support the employees to effectively execute as well as implement organizational strategies, which results in profitability, return of investment and profit. The organization should effectively manage the attitude of their employees as well as their behavior and moreover, professional diversity trainings should be imparted, which will prove beneficial for the company.

Research Questions and Objectives

The Company on recruiting new employees must organize orientation program to ensure that they have all necessary skills to perform effectively and efficiently. The employees must be provided with thirty minutes training each day, to address essential areas of knowledge and skills. They must be trained on various things related to the job profile, along with disciplinary skills, management, Public Relations and others. Moreover, the company should conduct management programs where the trainees must be taught several courses by professional experts and certified trainers. It will help them serve better services to their customers (Schuler 2015).

However, Bryman (2015) mentions that with new technologies’ invention, Rohde & Schwarz must consider reshuffling and reframing its technological factors, while implementing the new ones. In recent day’s competitive environment, information technology’s implementation in every operational area is a very integral part for any company’s success and growth. Every company looks out for modern and innovative measures for improving their strategies and developmental policies. The company should upgrade their existing policies and reshuffle them, considering the leadership approach and employee behavior. They should start implementing new policies and procedures, for competing with other companies in the global platform. The implementations must be framed beforehand and strategically planned, keeping into consideration the pros and cons. Therefore, Rohde & Schwarz Company’s management should keep these factors into mind for its further growth and improvement.

As per Downs and Swailes (2013), the employees of the company must be receiving regular trainings by the management group, which in turn will act as a motivator for them. Every employee should have a common goal and target during their sessions of training, which would further help in checking their efficiency. Furthermore, categorical developmental programs must be introduced amidst the employees, who are qualified enough to move to the upcoming stages. Initiation of feedback forms will help the organization gain a clear understanding of their mistakes, if any. Moreover, the company should start implementing innovative technologies, as the globalized world has become more competitive. Digital media has made marketing and promotions cheaper as well as easier. Therefore, Rohde & Schwarz must focus on this segment of marketing more, in order to capture the global markets.

This section of the report throws light on various research methods, which are available as well as applied in this study. The methods are analyzed well for addressing the problems. These are directed towards the topic of the research that is, managing global talent in Singapore for high technology industries on total reward system. The organization taken for the case study is Rohde & Schwarz Asia Pte Ltd. Likewise the report also presents different strategies and procedures for identification of the problems or issues related to the topic. The report discusses the global talent management policies as well as Human Resource Management of the company. The initiatives taken by the organization is also kept into focus. A detailed discussion on the talent management, succession planning and others is done. Furthermore, some steps are being provided for recommendations which can be adapted by the company for further improvement.

Literature Review

This section refers to the various discussion carried out for the desired results. Specific methods are chosen and being used in this research paper. The discussion encompasses all the theoretical aspects which further provide with information regarding the selection and application of methods and strategies. In simpler words, one should highlight the theoretical concepts that are connected to these methods on a larger framework of knowledge. This explains the relevance in examining the whole problems, purpose as well as questions of the study. The discussion forms the research methodology, which also incorporates the extensive literature review regarding the similar methods for examining the research subject. A research methodology presents all the steps which are involved for conducting the whole research. Detailed discussion of the methods is done here, focusing on the characterization as well as defining all of them. This also explains the chosen techniques for the research and full procedures used for the collection, selection and analysis of the data.

This specific chapter highlights the several methods of the research, which are being used for establishing the report, the research design, collection of the data, description of the study, the methods as well as processes used to analyze the references and the gathered data analysis. Qualitative research method is being employed, which assisted in getting underlying opinions, motivations as well as reasons (Ashleigh, Higgs and Dulewicz 2012). Interview was not conducted due to limited time. However, secondary data collected from the online available theses and academic journals, helped in gaining useful insights. Survey was conducted and carried out in an ethical manner. The main purpose of the survey was to collect people’s opinions and record their information. For collection of data, surveys are resource intensive. However, all the information are complied, analysed and implemented without any biasness or unethical means.

The methodology section of any article proves to be very important as it provides the report with authentication and it is necessary for the report’s credibility. It is also vital for a professional and academic writing. The data is collected through various ways. Let’s begin with the secondary data, for which existing articles have been used. Various articles, journals and theses on this topic have been used and thoroughly reviewed. Both internal as well as external secondary research is being carried out. Information related to the company, financial data and internal audit, sales data and others have been reviewed. This is easily attainable from the company’s sources. The external secondary research is carried out through using the data from existing research reports governmental data and other international agencies (Bryman 2015).

Multiple procedures are employed for this study, in order to examine the status of global talent management which includes the descriptive research methodology, ensuring that the study is quick and cheap as well. In addition to this, usage of qualitative analysis method has helped in the understanding of reasons, motivations and opinions, while providing a thorough insight into the problems and issues along with some rich data. It has also assisted in developing the opinions as well as ideas for the potential quantitative analysis of the study. The secondary information is collected from the internet sources. Moreover, surveys have helped in gaining useful insights from the respondents. The data is collected in an unethical manner without any interpretation.

The research methodology required gathering of relevant data from the specified documents as well as compiling databases. Secondary data is gathered through internet, journals, review of existing literature and research thesis in relation with this topic. The academic articles are studied as well as referred, for the detailed analysis of this topic and the data interpretation is done on the basis of collected articles. The report contains Harvard style of referencing.

The report helps in understanding in depth, the need for managing global talent, developing policies and procedures for recruitment and selection at Rohde & Schwarz, while keeping under consideration the organizational strategies and objectives (James Sunday Kehinde 2012). In addition to this, the report consists of policies and procedures of staff satisfaction and retention, workplace safety, conflict management and others. The company’s culture and guiding principles have a notable impact on the Human Resource policies and practices of the organization (Austin and Pinkleton 2015). It should focus on manpower selection, recruitment and also planning, training and development, grievance redress, employee retention and welfare initiatives. However, the company has managed to maintain a good reputation by focusing on their environmental impact (Van den Brink, Fruytier and Thunnissen 2013).

 Analysis is purely done on the basis of items available on the internet, academic journals and theses. The time was limited for the collection of data for this study. Personal interviews could have established as well as supported the study more; however surveys were carried out with limited respondents. The study was confined only to the need for managing global talent, developing policies and procedures for recruitment and selection at Rohde & Schwarz. Taking into consideration the nature and scope of the qualitative research, the interaction between the groups were ethically challenging, as they were involved personally in the stages of the study. As a result, formulation of some kind of guidelines is essential. Many researchers may face some ethical challenges in the stages of the study, starting from designing and ending to reporting (Bryman 2015). However, the ethical challenges were limited as no interviews were carried out. During surveys, some of the respondents didn’t show much interest. Moreover, collection of information proved to be problematic at certain stage, as available data went missing. Thus, the practical guidelines must be maintained at different stages of conducting the research.

Stages of Research	Week 1	Week 2	Week 3	Week 4	Week 5	Week 6	Week 7
Selection of the topic
Data collection from secondary sources
Literature Review
Research Methodology Plan
Selection of the Appropriate Research Techniques
Analysis and Interpretation of Data
Findings and Recommendation
	Final Research Project

Figure: Gantt Chart

(Source: Created by Author)

The time and resource planning is done as multiple procedures are employed to this study, in order to examine the status of global talent management which includes the descriptive research methodology, ensuring that the study is quick and cheap as well. Apart than all these, qualitative analysis have benefited the study and helped in understanding reasons, motivations and opinions. The issues are thoroughly analyzed and the study provided with useful insights and rich data. In addition to this, it has also assisted in developing the ideas and opinions for carrying out potential quantitative analysis of this study. This section of the article proves to be very important as it provides the report with authentication and it is necessary for the report’s credibility. It is also vital for a professional and academic writing. The data collection is done through many ways. Secondary data has been collected from the previous articles done on this topic. Internal and external secondary research is done. Internal secondary research includes the information related to the company or organization, the internal sources such as financial data, operations related data, sales data and others. This can be easily attained from the company itself.

However, the external secondary research includes the study which uses all the existing data from the published research reports from the market, government statistics, international agencies like World Bank and more. The secondary information is collected from the internet sources. However, the organization created a greater impact and built a good reputation by creating a safer and healthier environment. It has been certified by the government form maintaining a positive environmental impact. The company has taken many things into consideration (Schuler 2015). It provides its customers with a safer and healthier working environment. Moreover, it has managed to build a good customer base, by keeping a track of their behavior and checking whether they are satisfied with the services or not. The major concern of the company is its employees’ and consumers’ satisfaction (Lamba and Choudhary 2013).

Conclusion

To conclude, Rohde & Schwarz has successfully gained mass attention as well as appreciation. The organization has achieved much popularity from their customers as well as the media. In addition to this, the company can further execute more efficient strategies as well as policies, in order to gain better benefits and mass attention. Employees must be receiving regular trainings by management group, which in turn will act as a motivator for them. Every employee should have a common goal and target during their sessions of training, which would further help in checking their efficiency.

Furthermore, categorical developmental programs must be introduced amidst the employees, who are qualified enough to move to the upcoming stages. Introduction of feedback forms will help the organization gain a clear understanding of their mistakes, if any. Moreover, the company should start implementing innovative technologies, as the globalized world has become more competitive. With digital media, marketing and promoting a company has become easier. Therefore, the company should focus on this segment of marketing to successfully promote their products and services on the international platform.

References

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

Ashleigh, M.J., Higgs, M. and Dulewicz, V., 2012. A new propensity to trust scale and its relationship with individual well?being: implications for HRM policies and practices. Human Resource Management Journal, 22(4), pp.360-376.

Austin, E.W. and Pinkleton, B.E., 2015. Strategic public relations management: Planning and managing effective communication campaigns (Vol. 10). Routledge.

Aveyard, H., 2014. Doing a literature review in health and social care: A practical guide. McGraw-Hill Education (UK).

Bluen, S., 2013. Talent management in emerging markets. Knowledge Resources Publishing.

Bryman, A., 2015. Social research methods. Oxford university press.

Downs, Y. and Swailes, S., 2013. A capability approach to organizational talent management. Human Resource Development International, 16(3), pp.267-281.

James Sunday Kehinde PhD, A.C.A., 2012. Talent management: Effect on organizational performance. Journal of Management Research, 4(2), p.178.

Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational commitment of employees. International Journal of Advancements in Research & Technology, 2(4), pp.407-423.

Schuler, R.S., 2015. The 5-C framework for managing talent. Organizational Dynamics, 44(1), pp.47-56.

Stone, R.J., 2013. Managing human resources. John Wiley & Sons Australia.

Van den Brink, M., Fruytier, B. and Thunnissen, M., 2013. Performance systems and HRM policies. Human Resource Management Journal, 23(2), pp.180-195.

Booth, A., Sutton, A. and Papaioannou, D., 2016. Systematic approaches to a successful literature review. Sage.

Bryman, A. and Bell, E., 2015. Business research methods. Oxford University Press, USA.

Cain, A., 2015. Diving into the digital age. Company Director, 31(1), p.16.

Creswell, J.W. and Poth, C.N., 2017. Qualitative inquiry and research design: Choosing among five approaches. Sage publications.

Downs, Y. and Swailes, S., 2013. A capability approach to organizational talent management. Human Resource Development International, 16(3), pp.267-281.

Elegbe, J.A., 2016. Talent management in the developing world: Adopting a global perspective. Routledge.

Farndale, E., Pai, A., Sparrow, P. and Scullion, H., 2014. Balancing individual and organizational goals in global talent management: A mutual-benefits perspective. Journal of World Business, 49(2), pp.204-214.

Freeman, I., 2014. Proposal to Conduct Research.

Gelens, J., Dries, N., Hofmans, J. and Pepermans, R., 2013. The role of perceived organizational justice in shaping the outcomes of talent management: A research agenda. Human Resource Management Review, 23(4), pp.341-353.

Harriss, D.J. and Atkinson, G., 2013. Ethical standards in research: 2014 update·. International Journal of Sports Medicine, 34(12), pp.1025-1028.

Ioannidis, J.P., Greenland, S., Hlatky, M.A., Khoury, M.J., Macleod, M.R., Moher, D., Schulz, K.F. and Tibshirani, R., 2014. Increasing value and reducing waste in research design, conduct, and analysis. The Lancet, 383(9912), pp.166-175.

Jacob, S.A. and Furgerson, S.P., 2012. Writing interview protocols and conducting interviews: Tips for students new to the field of qualitative research. The Qualitative Report, 17(42), pp.1-10.

James Sunday Kehinde PhD, A.C.A., 2012. Talent management: Effect on organizational performance. Journal of Management Research, 4(2), p.178.

Kasemsap, K., 2016. Promoting leadership development and talent management in modern organizations. Project Management: Concepts, Methodologies, Tools, and Applications: Concepts, Methodologies, Tools, and Applications, p.178.

Machi, L.A. and McEvoy, B.T., 2016. The literature review: Six steps to success. Corwin Press.

Mobley, W.H., Wang, Y. and Li, M. eds., 2012. Advances in global leadership. Emerald Group Publishing Limited.

Negahban, A. and Smith, J.S., 2014. Simulation for manufacturing system design and operation: Literature review and analysis. Journal of Manufacturing Systems, 33(2), pp.241-261.

Ridley, D., 2012. The literature review: A step-by-step guide for students. Sage.

Sarantakos, S., 2012. Social research. Palgrave Macmillan.

Saunders, M.N. and Lewis, P., 2012. Doing research in business & management: An essential guide to planning your project. Pearson.

Savin-Baden, M. and Major, C.H., 2013. Qualitative research: The essential guide to theory and practice. Routledge.

Schuler, R.S., 2015. The 5-C framework for managing talent. Organizational Dynamics, 44(1), pp.47-56.

Silvanto, S. and Ryan, J., 2014. Relocation branding: a strategic framework for attracting talent from abroad. Journal of Global Mobility, 2(1), pp.102-120.

Subsorn, P. and Limwiriyakul, S., 2012. An analysis of internet banking security of foreign subsidiary banks in Australia: A customer perspective. International Journal of Computer Science Issues (IJCSI), 9(2), pp.8-16.

Swailes, S., 2013. The ethics of talent management. Business Ethics: A European Review, 22(1), pp.32-46.

Taylor, S.J., Bogdan, R. and DeVault, M., 2015. Introduction to qualitative research methods: A guidebook and resource. John Wiley & Sons.

Thomas, R., 2013. From the CEO. InFinance: The Magazine for Finsia Members, 127(1), p.3.

Zikmund, W.G., Babin, B.J., Carr, J.C. and Griffin, M., 2013. Business research methods. Cengage Learning.