Escolar Documentos
Profissional Documentos
Cultura Documentos
The SHRM article, has made use of of a few companies and run surveys in getting their
information on their research. These companies include;yahoo!inc.,IBM,Procta and Gamble,
Home Dept inc.,Human Capital Index report(2005).These companies might have a diverse
workforce but their experiences are totally different also with those not represented here.
Although some challenges but be similar the location and environment of performance
determines a lot as well as the culture, the target market. For example use of IBM shows the
importance of identifying and hiring the right talent despise the physical challenges of the
employee...focusing on what they have and how it contributes to the organization vision which is
a key point, because the biggest challenge in talent management is identifying the right talent and
linking it to the organization objectives where most companies are failing, also creating a talent
culture in the organization. I think use if these companies and the information given well
represents the global companies and their understanding of talent management and their journey
in it.
This article expounds that the greatest challenge in workforce management is
creating/maintaining companies to compete for talent. With talent been in demand because with
the rapid global growth thats what differentiates the company from the rest and maintains their
high competence is up to the organization to develop the right strategies in developing and
retaining the right talents in the company. Again putting in place the key practices to effective
talent management which in this case are;
Develop an integrated, proactive talent management strategy
2. Balance grassroots involvement in talent attraction and retention with management
accountability.
3. Know the companys business environment and plans
4.Know what factors contribute to difficulties in attraction and retention:
5.Keep various retention factors in balance,
6. Track turnover
7. Market the company and its brand to current employees as vigorously as to the outside talent
pool
The most important information is that talent management is directly related to employee
engagement which is a key factor to employee motivation and competence in their performance.
Although this article deeper explains about talent management, it does not clearly point the
major challenges that the organizations face in talent management and also how to improve on
which is the raised question; what are the major challenges in talent management? And How do
managers effectively link employee talents to the organization goals?
CONCLUSION
The SHRM body has a deeper understanding of Human resource management its major
functions in the company and its major challenges. From this article understand that talent
management is one of the HR and entire management challenge because its the determinant of
how well or poorly the employee performs in the workplace. Its not the HR's responsibility or
employee but also the CEOs'to be completely involved in implementing and maintaining talent
management its about making it a priority and the organization's culture letting everyone
understand what it is, how important it is not only to the organization but also the employee and
its impact globally.
It is an every day journey just like continuous improvement and employee motivation and
customer satisfaction all these work hand in hand.
A failure of one step makes the entire process fail, therefore for the companies a little mistake by
hiring the wrong person for the job, its a cost to the organization as well as to the employee. Give
a reason to the employees to love their job, expose them to new opportunities and challenges, let
them contribute to some decision making in the company let there be a clear flow of information
from up-down and down-up.
Effective talent management does not only grow the company but the world as a whole.