The Talent Acquisition Process Of L & T And Its Organizational Chart Essay

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.

This report has been written on Talent Planning, within this report the following will be indentified and assessed: At least four ways that affect the organisations approach to attracting talent, three organisation benefits of attracting and retaining a diverse workforce, three factors that affect an organisations approach to recruitment and selection methods, three purposes on induction and how they benefit individuals and organisations and I will include our organisations induction plans that will identify areas covered in the plans, including timelines and those involved in the process.

The recruitment and hiring processes at the two institutions are complex and they revolve around a series of elements, such as the identification of the minimum qualifications, the selection processes, the written examination, the oral boards, the investigation of the character and background, the polygraph examination or the psychological assessment. The table below summarizes the recruitment and hiring methods at the two institutions in a comparative manner.

The Talent Acquisition Team also provides direct support to Branches. The Talent Acquisition team comprises a manager, and dedicated Talent Acquisition Specialists. The team liaise with branches to forecast staff resource needs and then facilitates the recruitment and selection process. All recruitment and selection is compliant with our policy and procedures, that includes reference and probity checks.

There are obviously many different factors that affect an organistions approach to talent planning. External factors such as the economic environment can have a massive effect in how an organisation resources and retains talent. For example, in times of high unemployment it is far easier to attract high levels of talent, as there are many unemployed suitable candidates in the job market. Similarly it is easier to retain staff as they are less likely to leave due tot the difficulty of finding new suitable employment. Political factors such as changes to minimum wage may also have an effect on talent planning, it may be that an increase in minimum wage will

* 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

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

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

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:

4. In the brief dissertation below, I will describe the benefits of three different recruitment methods , testing, practical assessment and telephone interviews and the benefits of three different selection methods, advertising, using references and company website.

For my project I have chosen a Toyota Motor Corporation (TMC) – an international automobile manufacturer. In addition, Toyota provides retail and wholesale financing, retail leasing and certain other financial services primarily to its dealers and their customers related to vehicles manufactured by Toyota. The major portions of Toyota 's operations on a worldwide basis are derived from the Automotive and Financial Services business segments. The Company also has an All Other segment, which includes its non-automotive business activities. The most significant of Toyota 's other operations are its information technology (IT)-related businesses and pre-fabricated housing.

| To develop the learners’ understanding of the principles and practice of resourcing and talent planning

In the previous power point presentation I listed the step by step method that can be used by companies during the hiring process. Also included in each step was a number at the bottom of each slide. This number represents the number for one of ten mistakes that were listed in the paper by Taylor & Stern, (2009). In the following document I will attempt to explain my choices of why I chose the mistake that I did for each step of the process of hiring a new employee. In the final half of this paper is I bring up any of the mistakes that Taylor & Stern, (2009), came up with that I feel should not be considered a mistake.

The process begins when management identifies a need within the firm. That need and the criteria for what is considered a successful candidate is communicated to the talent acquisition team. The talent acquisition team must take the needs expressed by management and translate those needs into a plan. The talent acquisition plan includes the acquisition team understanding the labor market and understanding the skills and knowledge management deems necessary for the new hire to be successful in the position. Also part of the plan should be analyzing the acquisition process. In this task, decisions made and actions taken are studied in efforts to the process and future decisions as

There are many steps that a company and cooperation’s that have different ways of hiring personnel for them for their respective companies. They have many requirements that many for their employees and some are stricter than others. These are often put in place so that the cooperation or company can maintain stability.