Talent Management: The Challenges Of Effective Talent Management

3. How can an organization maintain its image while dealing with a talent surplus? If layoffs are necessary, what would you recommend managers do to ensure that survivors remain committed and productive?

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

More and more each year we seem to experience what can only be stated as a growing talent shortage throughout all departments of our company; so starting today we will be implementing a comprehensive change to our strategies for finding exceptional talent. According to Winston & Gallagher (2014), a ManpowerGroup report shows that 36% of managers in all industries are reporting a major shortage of the talent pool and have come up with several ideas on how to correct this issue. We are a small city trying to compete with large cities such as Houston, Dallas, and Austin just minutes and hours from our front doors. So starting today we will implement what will be known as the “Woodlands Initiative” that will play off the incredible lifestyle available here in The Woodlands Texas.

Identify and assess at least 4 factors that affect an organization’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 .

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

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:

Organisational success depends on having the right skill mix. This unit provides an introduction to resourcing and talent planning process. Studying this unit will enable learners to understand the factors which impact on an organisation’s resourcing and talent planning policy. They will learn about the relationship between recruitment and selection by identifying the key stages

Silzer and Dowell (2010) define Talent Management as “ an integrated set of processes, programs, and cultural norms in an organization designed and implemented to attract, develop, deploy, and retain talent to achieve strategic objectives and meet future business needs” (p. 18). And lists the following as components necessary for a talent management program strategy: recruitment; selection;

Talent management consist of six components that, when implemented strategically, combine to keep an organization on the leading edge. These components are: Strategic Employee Planning, Talent Acquisition and Retention, Performance Management, Learning and Motivating, Career Development, and Succession Planning. Strategic Employee Planning is the practice of developing your organizational goals and strategic plan. It is also knowing how to achieve your goals and implement the plan. Another responsibility of employee planning is identifying the key roles and personnel who will assist you in attaining them. Talent Acquisition and Retention is hiring new talent into your organization and recognizing and cultivating talent you already have in the organization. Promoting from within your organization is more cost-effective and encourages employee engagement and loyalty. Performance Management is when the right person is aligned with the right role and position within the organization. Its end goal is to make sure that roles align with your business strategy to achieve its goals. It develops goals for success, supports employee development, and moves the organization in a positive direction. Learning and Motivating sounds like two components but they actually go hand in hand. Learning is

During the recent past however, when the company became a more dominant global competitor and a publicly traded conglomerate, the numbers of employees leaving the firm have increased, generating adjacent problems of employee recruitment, training and retention. In other words, the major challenges currently faced by the company are related to talent management. At a more specific level, the issues refer to the following:

In order to accomplish its goals, OCBC has taken a talent management to a whole new level. According to Nilsson & Per-Erik, (2012), in a review of a

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.