MEGACORP WARS- A DOMINO EFFECT
ABSTRACT: Business battles has become commonplace in today’s world owing to the quest for power over a myriad of resources. Be it regional, national or global, political and economic feuds have become the status quo for businesses while transacting with others. This article exhibits a study based on the supply and demand of human resources (intellectual capital) in geographic and demographic aspects to gain economic strength. For example, immigration of people from one country to another can be the reason for scarcity of human resources in the home country and acquisition of talent in the host country. In today’s scenario, Britain’s exit from the EU has had several alarming consequences wherein the member countries are facing severe shortage of aid from UK and Britain losing much of its brain bank due to lack of funding from the EU Research Funding. Thus, a domino effect is created.
KEYWORDS: Talent war, brain drain, talent migration, domino effect, Brexit
Talent Economics uses the relevance of economics in managing the supply and demand of talent which gives the business leaders an opportunity to step back and understand the ebb and flow of global talent, before transforming this new understanding into a winning strategy. An organization can come up with a new product but have it easily copied. If it lowers its prices, competitors will follow suit. When it selects a profitable market, competitors respond in similar interests, careful enough
This paper is going to describe OCBC’s unique approach to talent management and development. Compare OCBC’s approach to talent management and development to other organizations you are familiar with (e.g., current or past employers, a family business). Explain how OCBC’s approach to talent management and employee development been a primary contributing factor to the firm’s success. Evaluate the extent to which OCBC’s approach to talent management and development fits other organizations or industries, including some limitations if applied elsewhere without modification.
Customer service studies show that when something goes right, customers give credit to the individual employee dealing with the problem; when something goes wrong, customers usually blame the organization itself. This fact makes it crucial for any
The reason behind this is that migration of highly skilled professionals in pursuit of better opportunities is a growing concern in the present world (Watts, 2002). There are questions that arise from such situations including the reasons that prompt such professionals to leave their countries and the consequences of immigration especially on the sector of social productivity (Zweig & Changgui, 2013). Additionally, there is also a concern regarding the policies that should be put in place to monitor the immigration of professionals into the United
In the case of Anthony, a New Jersey resident and owner of a waste disposal company in the state of New Jersey, and his two business associates, Paul and Silvio, whom suffered severe injuries due to a motor vehicle accident caused by a negligent truck driver; they have great standing to sue against the neglectful driver and the company associated with the ownership of the vehicle. Regardless of the diversity of their residency/ citizenship, the affected party can proceed to sue the corporation responsible for the damages caused by their staff and property; reason being that they are protected under the Constitution’s diversity of citizenship, and the privileges and immunities clause. Furthermore, these two constitutional clauses in addition to the commerce clause, dictate the court that the matter needs to be brought to.
One key premise of Moretti 's book is that industry-focused brain hubs create thick labor markets with lots of specifically skilled workers. For example, take the software cluster in Silicon Valley, the life sciences cluster in Boston, or the financial or garment industry clusters in New York. These thick markets make it easier for a business in a targeted, innovation industry to acquire needed talent. Moreover, these brain hubs create human capital spillover as the proximity of highly specialized workers to each other helps the exchange of new and creative ideas.
Please answer the questions posed at the end of each case study in essay form. Each essay will be judged on your capacity to present strong, logical discussions that support your conclusions.
* Supply and demand; Organisation will have to look at supply of the talent. If the supply is low and demand high use of internal resources will be necessary by forward planning, supply of specialist training
Depending on the nature of the business, organizations will require various sets of talents (skill, knowledge and capabilities) that contribute towards the their growth and success. Markets in general have high supply of some talents and low of others. Based on the talent requirement of the organization and the market in which it operates, it will have to alter its approach towards attracting the required talent. This may involve adjusting factors like remuneration, long & short-term benefits, career prospects, trainings, etc.
Resourcing talent refers to the processes for identifying, assessing, acquiring, developing, and deploying employees who are critical to the company’s success .
It is essential for every organisation to understand the recruitment trends as by attracting the best talent, organisations will have an advantage over their competitors. When talent planning, organisations should promote a career opportunity, not a job opportunity as this gives a whole new outlook to any potential employee.
For an organisation to attract talent successfully, as part of the talent planning policy it needs to identify and assess what factors affect its approach to attracting talent. For example:
Resource and Talent Planning ensures that the organisation is able to identify and attract the key people with the capability to create competitive advantage to fulfil the ambitions of the business.
In today's business world, corporations have become more complex and more unpredictable, in fact it is considered almost "healthy" that a corporation experience change and transformation. Companies need to be susceptible and ready to acknowledge the challenges that change presents with and try to overcome these for the benefit of the company as a whole. Due to the ever-changing business and social environments caused strongly by globalizations, this has meant that companies must keep themselves up-to-date, whether it is through using the latest form of technology or through the latest management fad. There are many factors involved with change and the successful management of it which can often be a difficult time for
Though the issue looked like personal conflicts on the face, it actually stems from the friction between two departments fundamentally different in their working methods and thought processes. The fact that the two managers, Ellen and Ronnie, with different working styles leading these two departments has only compounded the problem. Ellen’s complaint was that Ronnie’s team is not sending their timesheets in time, which is leading to late payments from the insurer and shortage in cash flow. Even Ronnie acknowledges this but the solution appears to be different in each other’s minds. Ronnie is adamant that they just need more time, while Ellen is saying that genuine effort is required, not just time extensions. As much as
Talent acquisition is defined as the “strategic approach to identifying, attracting and onboarding top talent to efficiently and effectively meet dynamic business needs” (Erickson, 2012). Talent acquisition has the unique role of ensuring job applicants not only have the right credentials for the job, but also have the right mentality for the job. In other words, the person who ultimately will be offered the job needs to ‘fit’ within the firm’s structure and culture.