Discuss about the Talent Management for Flatter Organizational Structure.
The vision of talent for a company or a business organization is the amount of expertise or skills required within the workforce of the organization. The vision of the ABC distribution is to build a task force who are able to deal with the organizational challenges or difficulties as well as ensure that the productivity is high. The organizational vision puts much importance upon talented human resources. These are further dependent upon a number of aspects such as hiring of the right candidates along with provision of sufficient training to the right candidates. As mentioned by Gallardo-Gallardo et al. (2016), the talent and the quality of the talent has been referred to as key success factors within an organization.
In this respect, the ABC distribution focuses upon transforming talent to achieve its vision and objectives. Some of the steps undertaken by it to achieve high productivity have been further discussed. For example, a better vision for the talent could be achieved by ensuring that the responsibilities are levied upon the employee possessing the right degree and qualifications. Everyone should perform work which is core to fulfilling the value of their position (Festing and Schäfer 2014). This helps in the development of a liking for one’s work and for the organization, which can help in absorbing more skilled employees as well as retain them. Additionally, adopting a flatter organizational structure would give sufficient freedom to the employees of the organization to share their view or ideas. As mentioned by Beamond et al. (2016), a collaborative thinking effort can help in expanding the vision and professional expertise of the organization.
The middle management lack the definition of vision as the executive of the organization. On the contrary, they follow a traditional hierarchical model where the middle managers simply report to the senior managers as per their line of duties and responsibilities. In order to, define more strategic vision of the talent sufficient level of employee engagement is required. Additionally, helping the middle management understand the organizational requirements better can help in the development of the strategic vision (Cascio and Boudreau 2016).
There is myriad number of reasons for employees leaving an organization. Some of these are lack of sufficient growth opportunities, less pay, excessive work load, lack of relaxation periods. Additionally, lack of sufficient support and motivation from the management can be another factor, which could trigger high employment turnover rates.
The high rotation rates would negatively impact the implementation of talent management process in the company. As suggested by Deery and Jago (2015), the high employee turnover rates would mean that much of the skilled workforce of the organization would be lost. Hence, the drain of talent could lead to the loss of productivity.
In this respect, some effective steps and measures could be undertaken in order to prevent the high rotation rates it the ABC distribution. Some of these are provision of effective training to the employees, which could lead to enrichment of the skills sets of the workforce. The ABC distribution also needs to implement employee motivation programs, which would help motivating the employees though provision of salary appraisals, performance bonus, paid training programs. As mentioned by Albrecht et al. (2015), an aptly engaged workforce has less propensities for leaving an organization.
The HR tools for attracting the right candidates possessing the right qualification could be diversified based upon the type of media used. Some of these are -print media, social media channels, job posting sites which hosts a number of curriculum vitae matching the post and the requirements of the post. The ABC distribution aims at following an employee referral scheme under which the current employees are asked to forward their plausible contacts possessing the right degree and qualification for the fulfilling the vacant positions within the organization. As mentioned by Gallardo-Gallardo et al. (2017), the employee referral scheme helps in attracting the passive job seekers. Additionally, the realistic information provided to the employees ensures that good fit analysis is already made by the employees.
A business organization is hugely dependent upon the technical resources for the expansion of its business. In the current decade there has been an uprise in the number of virtual companies. As suggested by Sparrow et al. (2015), the virtual companies are set up based upon the two-way audio video mode of communication. It helps the different geographical segments of an organization to connect with each other more effectively. As suggested Collings (2014), the exchange of valuable information and expertise would help the organization in enhancing its skill sets as well as the provide the organization with a competitive advantage over others.
Therefore, the executive directors and managers of the ABC distribution should focus more upon strengthening the technological resource base. For example, use of social media channels for promotion of products and services of the ABC distribution can help in reaching out to more number of target customer base (Albrecht et al. 2015). The feedback from the customers can also help in attracting new talent bases for the company.
The view of talent varies widely in small and medium sized enterprises. As mentioned by Al Ariss et al. (2014), inclusive approach to talent management is required for small and medium size firms (SME) compared to an exclusive approach adopted for large scale organizations. Additionally, talent management in SMEs should be linked to strategic requirements of the firm (Sparrow et al. 2015). Though, ABC distribution is aiming for an international stature it still holds on to the egalitarian talent management approaches. It lacked any cultural, occupational and organizational cohesion. The ABC distribution followed the theoretical aspects of an SME, where it failed to provide sufficient professional mobility to its employees. Therefore, in this respect the matter needs to be discussed with the CEO and executive directors of the organization. In this respect, organizing meetings with the executive management where they could be given sufficient presentation upon the effects of an SME culture on the implementation of talent management strategy within an organization could be helpful.
The management need to focus upon the data sheets where figures and stats presenting the exact gap between the numbers of employees absorbed and the employees who have left the organization. The high rate of employee turnover could often be related to the lack of flexibility in the organization. As commented by Alias et al. (2014), revision of the organizational culture and policies have often been associated with positive talent management approaches.
The ABC distribution has laid sufficient amount of information on internationalization. As commented by Al Ariss et al. (2014), the internationalization can give the company a global approach. The international aspect undertaken over here will help the ABC distribution strengthen its internal resources. Therefore, the development of strong internal resources can give the employees of the organizations ample growth opportunities. Additionally, the exposure to an international market can also help in the development of the talent database further.
The strategic vision of the company can be established with the help of an effective talent management. The talent management has a number of pre-requisites. One of them is implementing a strategic approach. The strategic approach takes several factors into consideration such as economic expansion, corporate governance policies for planning of the long term growth objectives of the company (Sparrow et al. 2015).
The ABC distribution needs to inject talent into strategic planning for optimizing the overall performance. This helps in the long term alignment with the strategic vision of the company. Additionally, implementation of effective training programs in collaboration with the local B-schools can help in meeting with the self objectives of the employees. It would help in effective talent management along with enhancing the retention policies of the organization.
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.
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.
Alias, N.E., Noor, N. and Hassan, R., 2014. Examining the mediating effect of employee engagement on the relationship between talent management practices and employee retention in the Information and Technology (IT) organizations in Malaysia. Journal of Human Resources Management and Labor Studies, 2(2), pp.227-242.
Beamond, M.T., Farndale, E. and Härtel, C.E., 2016. MNE translation of corporate talent management strategies to subsidiaries in emerging economies. Journal of World Business, 51(4), pp.499-510.
Cascio, W.F. and Boudreau, J.W., 2016. The search for global competence: From international HR to talent management. Journal of World Business, 51(1), pp.103-114.
Collings, D.G., 2014. Toward mature talent management: Beyond shareholder value. Human Resource Development Quarterly, 25(3), pp.301-319.
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management, 27(3), pp.453-472.
Festing, M. and Schäfer, L., 2014. Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective. Journal of World Business, 49(2), pp.262-271.
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2017. Special issue of International Journal of Human Resource Management. A contextualized approach to Talent Management: Advancing the field, pp.145-159.
Sparrow, P., Hird, M. and Cooper, C.L., 2015. Strategic Talent Management. In Do We Need HR? (pp. 177-212). Palgrave Macmillan, London.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download
