Talent Management Strategies Of Technology Co
Question
Task:
Part One: Individual Essay
Learning and Talent Development in practice is very much focused on two specific strategies: knowledge management and talent management. It is therefore important that practitioners are aware of the theory and critical issues surrounding these types of strategies. Choose either knowledge management or talent management, as discuss its conceptual and theoretical foundations as well as critical issues that practitioners should be aware of when implementing this type of strategy. You should draw upon relevant, up-to-date research, theory, and evidence to inform your answer.
Part Two: Individual Report
You are a Learning and Talent Development Consultant and your brief is to design a learning intervention based on a case brief provided or an organisation of your choice following the systematic training cycle. All elements of the systematic training cycle need to be considered. You need to pay close attention to any barriers that might impact this learning intervention and offer possible solutions to these. The report you provide is a “pitch” to the organisation’s senior management team.
Case Brief 2: Technology Co
Your L&TD team are part of a medium-sized technology company which has four offices – one in London, one in Paris, one in New York, and one in Dubai. Your team is based in London. It was set up five years ago and is establishing itself within each of its main hubs, with the London and New York hubs being very successful. However, over the last year the company’s major competitor has become more aggressive in the Middle East market. Given that Dubai is a growing area of business for your company, it is of paramount importance to ensure that the team in Dubai are in a strong place to grow the business within the increasingly competitive environment. You are very much aware that you need to implement an L&D intervention that strengthens the company’s ability to compete within the Middle East market. You have been told that you have to focus on utilising and developing the existing workforce and in enabling the sharing of expertise and knowledge from the more successful hubs. You also have been allocated some budget to cover the costs to recruit one additional external senior level person to supplement the core intervention if necessary. A decision needs to be made whether it would be preferable for this person to be sourced from the UK or Middle East. You therefore need to design an L&TD intervention that develops and utilises the current talent that the organisation has across its four hubs as well as attracts talent to strengthen the position of the Dubai hub.
Answer
Part One: Talent Management
The implementation of talent management strategies could be defined as the requirement analysis of human capital and corresponding organisational planning to meet the requirement. The main objective of the talent management methodologies is to facilitate business value of the organisation through strategic human resource planning. The talent management in the “Technology Co” involves the process of identifying errors inside an organizational performance quality and resolve the problem by implementing proper talent management strategies. In such big organizations, human resource management considered the usage of talent management would enhance the involvement of skill-specific employees (Cappelli & Keller, 2017). It will help in increasing the performance quality of the organization. Various talent management strategies enable the management of the organization to develop its resource quality and identify the importance of the different valuable positions from all departments. The engagement of appropriate employees based on their skills for specific works makes the work process convenient and with lesser errors.
Talent management in an organization helps to conduct effective employee hiring and retaining process appropriately. The globalization of different companies increases the competition level in providing top-notch performance among the industry. In the “Technology Co”, it enhances the ability to recognize issues and strategies related to managing talent of the employees for effective performance delivery. Studies have pointed out that around 70 percent of organizational heads expressed their concerns in not having appropriate skill-based employees (Collings, et al., 2018). The proper implementation of talent management strategies will increase the workflow and bring out the best characteristics of the employees. The weak employment skills and less working capacity are two of the worst threats for the organization. Talent management strategies will help in reducing these threats and improve performance sustainability. The talent management process influences the human resource department of an organization for selecting and retaining appropriate skill-specific employees for the company. The evolution of talent management strategies in the organization of “Technology Co” will develop the work environment and performance stability. The main areas in the talent management process are to increase performance and the employee's potential level (McDonnell, et al., 2017). The organization needs to understand their performance areas to implement appropriate strategies for enhancing their employee's talent and best skills. The primary providers of talent management strategies are the organizational leaders, owners, and departmental heads (Gitsham, 2019). The main concept of talent management is to recognize the empty areas of an organization and fill those areas with talented employees. It is the responsibility of human resource management to find out suitable employees to match the specific requirement of the company. The leaders of an organization emphasize talent management strategies for effective development (Krishnan & Scullion, 2017). It is the only way to sustain the performance quality among the employees of an organization.
The main issue in implementing talent management strategies in the “Technology Co” is the extra pressure imposed by the leaders of an organization. The management wants to implement the strategy for gaining maximum output from the employees. However, it is essential to understand the capabilities of the employees in implementing appropriate talent management strategies. The issues related to talent management development occur while understanding the specific strategies that contribute to the development of the organization (Garrow & Hirsh, 2008). The main focus needs to be on the implementation of clear talent development strategies for the employees. The strategy will not only develop the performance quality of the employees but also enhance the positive work culture in an organization. It maintains the psychological understanding between the employees and employers of different companies. The perspective of the stakeholders of the organization sometimes are restricted to some specific strategies. It makes the development process stagnant. That leads the company to have a financial loss and poor organizational structure. The small and medium organizations focus on implementing appropriate people in their work process to save additional time in developing one's talent. However, some organizations often try to employ unexperienced employees to train them according to the company's requirements. The main aspect of talent management strategies is the relationship between the perspectives of the leaders and the employees (O’Connor & Crowley-Henry, 2019). The leaders need to understand the usage of appropriate talent management strategies in an organization. However, it is also the employee's responsibility to know whether organizational talent management practice is necessary for the implementation or not. The talent management strategies are including the understanding of the organizational requirement and its future goal. It is the appropriate way to find out the best talent management practices for the employees in an organization. The talent management process also enhances the work culture of the company and encourages the employees to develop their skills. The talent management strategies in “Technology Co” are responsible for developing the skills and experience of the employees, and the appropriate process of globalizing a company by its stakeholders (Shet, 2020). The organization needs to provide a satisfying salary to their employees to maintain the work balance with the internal resource. However, the issues occurred when the employees feel underpaid by their company. They will increase their demand, which impacts negatively on the performance flow of the company and makes a difficult situation among the stakeholders. Talent management strategies will allow the organization to select suitable resources that save time and cost. The issues related to unemployment makes the fundamental skill of a person unused. The freshers need to understand their best abilities to allow other companies to hire them in the appropriate position. Talent management development increases the importance of a specific skill-based area of an employee in the organization. It gives satisfaction to both the employees and the stakeholders. The importance of implementing talent management strategies in the “Technology CO” organization increase performance quality and progress. These strategies will enhance the characteristics of an employee to develop their skills for improving performance quality. On the other hand, the stakeholders can also build their understanding of the suitable contributor from the talent management strategies.
It could be concluded that, companies are in a critical situation in competing with other companies at a global level. However, the talent management strategies are essential for developing the internal condition in the organization. The appropriate implementation of the talent development process in the “Technology Co” will help to increase the financial status of an organization by increasing the usage of employment skills. It is an essential tool for the human resource management of the organization to understand the required skills for conducting various projects and select people according to the required talent. It will help in increasing the performance sustainability of the employees for maintaining to performance standard.
Bibliography
Cappelli, P. & Keller, J. R., 2017. The historical context of talent management. The Oxford handbook of talent management, pp. 23-42.
Collings, D. G., Scullion, H. & Caligiuri, P. M., 2018. Global talent management. s.l.:Routledge.
Garrow, V. & Hirsh, W., 2008. Talent management: Issues of focus and fit. Public Personnel Management, 37(4), pp. 389-402.
Gitsham, M., 2019. The Changing Role of Business Leaders, and Implications for Talent Management and Executive Education. In: Managing Sustainable Business. s.l.:Springer, pp. 671-682.
Krishnan, T. N. & Scullion, H., 2017. Talent management and dynamic view of talent in small and medium enterprises. Human Resource Management Review, 27(3), pp. 431-441.
McDonnell, A., Collings, D. G., Mellahi, K. & Schuler, R., 2017. Talent management: a systematic review and future prospects. European Journal of International Management, 11(1), pp. 86-128.
O’Connor, E. P. & Crowley-Henry, M., 2019. Exploring the relationship between exclusive talent management, perceived organizational justice and employee engagement: Bridging the literature. Journal of Business Ethics, 156(4), pp. 903-917.
Shet, S. V., 2020. Strategic talent management–contemporary issues in international context. Human Resource Development International, 23(1), pp. 98-102.
Understanding Talent Management in Theory and Practice
Part Two: Training Intervention Program for “Technology Co”
Executive summery: The important aspect of adopting talent management strategies is to develop the internal management of the organization of “Technology Co”. The technology company need to implement suitable talent development strategies to compete with the international and local markets (Alias, et al., 2017). The development in finding appropriate skill-specified people for employment and train them according to the company’s performance process is the key characteristics of talent management strategies. The current report will shed light upon understanding the best talent development practices that can be implemented to the "Technology Co" and enhance their competing capability with the contemporary organizations. The "Technology Co" is based in four major locations – London, Paris, New York and Dubai. The current talent management development report will be engaged with the company's Dubai office to enhance its internal resource quality to suppress a local company. The existing human resource practise could be improved through L&RD intervention like Training need analysis (TNA) and training intervention plan for talent management.
Introduction
The organizational competition in this globalization era is undeniable. Most of the companies are looking for skilled employees rather than accept the available options. The human resource department in an organization feels the extreme pressure while executing appropriate talent for the company. It is the organization's responsibility to search for the adequately skilled person for a demanding position in an organization while giving them full workplace satisfaction (Kamal & Lukman, 2017). It is an important aspect to retain a talented employee for the longest time to sustain the company's performance process. The relationship between talent management strategies and job satisfaction is the main factor behind employing someone. The positive work culture and deserving salary will encourage an employee to give their maximum output in the organization's work progress. The "Technology Co" needs to understand their employment requirement in its Dubai office to implement appropriate talent management strategies.
The “Technology Co” facing a critical situation in their Dubai office, where a contemporary company is more successful than them. In this crisis, the company is planning to engage appropriate and effective talent management strategies for improving their market position as successful as its other branches. Over the past decade, the big multinational companies are interested in challenging other contemporary companies for fierce competition and establish themselves as the powerful one. The successful company can explain their development through their employment selection, performance standard, and the employee's satisfaction factor (Collings, et al., 2017). If a company does have these factors in a well stable state, that company will achieve the best place among others. The "Technology Co" has its two most successful branches in London and New York. However, to maintain the overall performance standard of the company, they need to implement some immediate strategy to their Dubai branch for effective development.
In the present scenario, the companies are emphasized implementing different developing strategies to increase the internal resource of an organization and gain most of it. The implementation of talent development strategies in developing the performance quality of the employees will make them ready to face the enormous global competition (Faj?íková, et al., 2016). The "Technology Co" needs to improve its internal working structure to make the company competitive. The talent management strategies can be an essential part of developing the personal skills of the employees and the performance quality of the organization. However, the statistics show that only a few organizations have implemented this technique to improve their performance standard. The main consequence of implementing talent management strategies is the lack of a responsible leader to create a framework for improving the performance of the employees. The "Technology Co" needs to assign an appropriate responsive leader who can understand the internal structure of its Dubai branch and recognize best practices to improve the existing company resources.
Training strategy
Identifying Issues
The main issue of "Technology Co" is its difficulties in the Dubai hub, where a contemporary company is giving tough competition. The industrial and corporate sectors in Dubai are very competitive and challenging for any new venture. The company needs to increase the competence factor among its employees to train them by implementing appropriate talent development strategies (Budiningsih, et al., 2017). The company is lacking its credibility in competing with other same structured companies in Dubai, and it affects the financial position.
Outline of The Learning Objectives
The "Technology Co" needs to resolve its two main problems for the initial development process in the Dubai branch. Technology Co needs specific intervention plan to facilitate the human resource strategic implementation. Training need analysis would be an appropriate approach in case of understanding the current need and choosing appropriate intervention such as training intervention in this case to strengthen talent management methodologies. The second objective would be to train the existing employees of the Dubai branch to improve their performance quality. Proper talent management strategies will enhance the individual best skills of the employees.
Training Materials
The main training material that the company will need is a strategic framework for the company and its employees. Most of the companies select suitable candidates for fulfilling the company's requirements through examination or experience test (Alawneh, 2018). However, the "Technology Co" is planning to retain its employees from the Dubai branch and train them to increase their competence level and performance quality. Although, the company is planning to recruit a senior-level official for the Dubai branch for maintaining the existing resources. The company has already allocated a specific budget for conducting these steps.
Implementation
The practical implementation of appropriate talent management strategies will develop the current situation of the company. The multinational company needs to understand the mechanism of different approaches to implement effectively. The stakeholders of the company need to create a positive environment for the employees to express their talents efficiently (King, 2017). The "Technology Co" has planned to transfer some of its talented employees from the London and New York branch to Dubai. It will help the management team of the Dubai hub to cooperate and experience the working structure from the company's most successful branches. The newly hired higher official will create the framework for the existing employees. And lastly, the company will train the employees according to the suitable talent development strategies.
Evaluation
The main evaluation of implementing talent management techniques among the employees will be to observe their competence in nature. The future productivity of the company after adopting a suitable talent development strategy will be the parameter for this intervention program's success or failure. The stakeholders and leaders of the company have the opportunity to use their effective communication strategy to encourage the employees to adopt the talent development strategies (Jain & Bain, 2017). The evaluation from the newly appointed senior official would be to see the relevancy of the framework for the employees and that person's understanding of power for the company's betterment.
The Training intervention: Design and Delivery
The best strategic fit for the "Technology Co" will be achieved when the company improve its management system in its Dubai branch and engage in the corporate competition successfully. The future growth of the company's revenue will be a good sign of understanding the significance of implementing talent development strategies. The company's intangible asset is the key to increasing the revenue for developing its financial structure (Miles & Van Clieaf, 2017). The main purpose of the training intervention program will be to recognize the resolving areas in the internal resources and increase its utilization factors. The outcome will develop the company's position among its competition in Dubai. The increasingly competitive nature of the employees will enhance the development strategies for performance development.
The stakeholders are planning to increase the sustainable level of the company's resources to establish the branch in Dubai as successful as its other branches. However, it is difficult just to implement talent development strategies and expect to see improvement after a short time. A company needs to understand the local market transition, the working capability of the employees, and strategies for efficient usage of the internal resources. The observation in searching for the best strategic fits in the company's external environment is infrequent (Gallardo-Gallardo, et al., 2017). The company needs to implement both development strategies for internal and external development to capture a position among the most successful companies. The strategic fit for recruiting a higher official for the Dubai office has to be from the Middle-East. It is the best way to engage a person who is experienced with the marketing and development structure from the local market. It will help the company to adopt development strategies specifically for the Dubai environment.
The probability of getting success in the implementation of talent management strategies is enormous. The company has already achieved massive success from its Western branches. It explains their capability of operating a venture successfully among its contemporary companies. The two main replacement that the company will conduct – 1) hire a suitable higher official from Middle-East to create a useful development framework for the internal resources and 2) transfer some of the talented leaders from the company's London and New York branch to implement a similar work environment as the company's Western branches. The skills of the employees are the most important asset of an organization (Aarnio & Kimber, 2016). It is the organization’s responsibility to utilize and improve these skills for performance development. The talent management strategy is an essential tool for enhancing the capabilities of the employees and improve the quality of performance. Another significant change will be observed after implementing talent development strategies is the competitive nature of the employees. The company needs to encourage its employees to work more efficiently to compete with contemporary companies. The "Technology Co" needs to incorporate a training session with its resources from the Dubai branch to understand their experience with the company. Work satisfaction among the employees is an essential factor in increasing employment sustainability.
Fig 1: Allocated Budget for Training Intervention Program
The talent management strategy cycle of the “Technology Co” is comprised of five to six steps. The first step is to recruit skill-based employees for the company. The "Technology Co" has already planned to hire a higher official for the Dubai branch to develop a framework for the company's development. The second step is suitable employment selection. However, the company has planned to use its existing internal resources to improve the current situation in Dubai. The third and fourth step is the training and performance development session for the employees. The company has planned to conduct a training session to understand the current state of the employees for further development according to the requirement. The fifth and sixth step is the improvement evaluation and development planning for the company. The "Technology Co" has determined to implement the talent development intervention program to measure success. Most of the medium to big organizations around the world have achieved the development strategies to improve the organizational performance quality and get success among its competitors.
Fig 2: Talent Management Cycle
Evaluating the success of the strategy/intervention
Talent development strategies can reduce various obstacles related to the organizational working structure and management behaviours of the company of “Technology Co” (Tafti, et al., 2017). The current report is a design to improve the organizational work to survive in a highly competitive market and improve the internal resources for sustainability. The training intervention program for talent development is a useful tool to resolve the current difficulties faced by the company. The company is going to implement some of the most appropriate development strategies for its future growth. "Technology Co" has already achieved success in other countries but fails to capture the Middle-East market. This training intervention program will enhance the competence quality among its employees. The new higher official will help the company to understand the competitive nature around the Middle-East countries to implement appropriate strategies. The talented officials from the UK will help the Dubai branch to adopt the working environment as convenient as the Western branches. The "Technology Co" believes in improving the internal resource to develop its market performance, and employee retention will increase the possibility of sustaining the performance standard. The talent management training program is an essential step for the company to recapture the existing market in Dubai effectively and efficiently.
Bibliography
Aarnio, A. & Kimber, E., 2016. Talent Management & Strategy: Identifying Patterns through a Multiple Case Study. s.l.:s.n.
Alawneh, L., 2018. Talent assessment in software development firms. s.l., IOP Publishing, p. 012001.
Alias, N. E. et al., 2017. Towards Effective Employee Retention Strategy: Implementation of Talent Management in Information, Communication and Technology Companies. Talent management strategies Advanced Science Letters, 23(8), pp. 7857-7860.
Budiningsih, I., Soehari, T. D. & Ahmad, M., 2017. Increase Competency Through Training Interventions. International Journal of Applied Business and Economic Research, 15(6), pp. 249-266.
Collings, D. G., Mellahi, K. & Cascio, W. F., 2017. The Oxford handbook of talent management. s.l.:Oxford University Press.
Faj?íková, A., Fejfarová, M. & Urbancová, H., 2016. Employee Development by Talent Management. Scientific papers of the University of Pardubice. Series D, Faculty of Economics and Administration. 38/2016.
Gallardo-Gallardo, E., Thunnissen, M. & Scullion, H., 2017. Special issue of international journal of human resource management. A contextualized approach to talent management: advancing the field. s.l.:Taylor & Francis.
Jain, R. & Bain, M., 2017. Delivering higher value through higher performance: Insights on performance evaluation and talent management in corporate communication. Talent management strategies Public Relations Journal, 11(1), pp. 1-18.
Kamal, M. Y. & Lukman, Z. M., 2017. The influence of talent management practices on job satisfaction. International Journal of Academic Research in Business and Social Sciences, 7(7), pp. 859-864.
King, K. A., 2017. The talent climate. Journal of Organizational Effectiveness: People and Performance.
Miles, S. J. & Van Clieaf, M., 2017. Strategic fit: Key to growing enterprise value through organizational capital. Business Horizons, 60(1), pp. 55-65.
Tafti, M. M., Mahmoudsalehi, M. & Amiri, M., 2017. Critical success factors, challenges and obstacles in talent management. Talent management strategies Industrial and Commercial Training.
