Talent Management Case Study: Loews Hotels

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.

Talent is defined as the natural skill or aptitude one has in a specific field. In Malcolm Gladwell’s Outliers, Gladwell argues that talent doesn’t play a big role in determining

To identify and assess at least 4 factors that affect an organisation’s approach to attracting talent

Resourcing talent refers to the processes for identifying, assessing, acquiring, developing, and deploying employees who are critical to the company’s success .

The CIPD defines talent as those individuals who can make a difference to organisational performance either through their immediate contribution or, in the longer-term, by demonstrating the highest levels of potential.

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.

The first object Bob Lazier undertook as the new CEO of Lazier Industries, was to implement a strategic plan that focused on introducing several new products which could be cross-sold to LI’s existing customer base. As a strong believer in the company and it’s potential to broaden its offerings Bob was looking to leverage the strong relationships built with its clients to sell additional lines of components. However, since being placed as the new CEO, a lot of organizational

Talent management is the integrated and systematic process of attracting, engaging and retaining key employees and potential organizational leaders. The main objective of the talent management is employee performance evaluation.

The CCRC projects set an example of the industry and displayed innovation, social responsibly, and leadership. Other departments in which Hyatt emphasizes leadership are human resources and the management style that is practices on a global scare. Hyatt is proud to encourage, coach, and nurture employees via empowerment. “...Future leaders need to listen, have clarity of purpose, and be authentic”, Mark Hoplamazian, the CEO of Hyatt Hotels, tells Wharton Magazine, “One key essential element in being in a position to lead is being a great listener, and applying yourself to it in a very sincere way” (Wharton, 2012).

As a primary worldwide provider of travel-related services such as rentals, lodging, conference facilities, and timeshare exchange, Wyndham Worldwide has overcome inconsistent branding strategy, unstable mergers, and acquisitions, as well as the 2008 economic recession to retain its top position in the industry. An internal and external analysis of the company, opportunities, and threats faced by the firm, its competitive advantage, and a strategic focus reveal the issues that need to be addressed henceforth for it to remain relevant in an increasingly competitive global market. The paper provides a problem statement, alternatives, and recommendations that Wyndham Worldwide can engage.

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.

Human Resource Management is designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals (Mathis & Jackson, 2008). To that end, Human Resource

Creative Concepts is a company that acquires already made hotels that are up and running. Our company is made up of a team of strategic business partner that make recommendations on what hotels we should purchase and bring back to life. Creative Concepts opened up operations on the coast of Florida. The reason for this is because Creative Concepts does not want to open a hotel from the bottom up. It would cost our company too much money. Another reason that Creative Concepts does not want to start from the bottom up is because we want something that is already making money that way when we acquire the hotel there will still be income coming in. Creative Concepts is a hotel company that provides a space where people can visit any time of the year. Our hotels provide a services such as a beach side rooms with amazing views. Our hotel also has many different amenities that can suit anyone’s personal needs. We have anything from a pool to a gym and shows at night for those who like the night life. We are starting to bring in more amenities that cater to the customer. With Creative Concepts core competencies, we will be trying to gain a competitive advantage over other hotels in the same business. We plan to all of this by being culturally sensitive which is having a sense of awareness and caring about the culture of other countries. Creative Concepts is going to be using a relationship building strategy when it comes to going international. This company needs to build

(Activity A) Based on the information you have at the end of Part 1, what do you think the key