Leffakis, Z. M., & Waldeck, N. E. (2007). Hr perceptions and the provision of workforce training in an AMT environment: An empirical study. Omega, 35(2), 161-173. Retrieved March 7, 2008, from Academic OneFile database. Ramlall, S. J.
Increased consideration should be given to the development of internal talent. Though, it is critical for the company to generate talent pools that is reliable and consistent internally leading to successful talent management. Developing skilled talent pools can be done on the basis of high performance. Conclusion and Recommendations It is important that TNNB emphasizes on the importance of talent management across the company. It should start from the recruitment to the retention and development of the employee, as it greatly affects the overall business strategy, profitability, success and growth of the company.
( Offstein et al, 2005 cited in Mathis and Jackson, 2008: 5-6) The management of human resource has been recognized as a critical resource of innovation, competitive advantage and productively. In fact, many studies and researches are suggested that the functions of human resource management will drive to the competitive advantage . (Chen and Hsieh, 2005: 161 ) It has several polices which are recruitment and selection, reward management, performance appraisal, development and training and employee involvement. Some are assumed that the recruitment and selection is found the most important HRM policies to achieve competitive advantage through attracting and selecting the right people. However, other are acknowledged that the reward management plays critical role to motivate the employees and this leads to increase the performance to competitive advantage.
In order to be successful and remain competitive in today’s market, Human Resources (HR) must be considered a strategic partner if an organization wants to flourish. Top executives today commit significant resources to ensure that their company’s functions are capable of rapid change and achieving their goals. Far too often, the Human Resources (HR) function is nominal thus they are not as quick to respond to the rapid rate of change. When “this occurs, companies may be perpetuating or even creating barriers to fully leveraging their human capital. Organizations can begin the process of removing these barriers by assessing the Human Resources function and its alignment with business objectives” (Wert & Liwanag , 2002).
(Noe, Hollenbeck, Gerhart, and Wright, 534). If human resources manages the issues that the organization is faced with when globalizing and provides the best services for the issues, it can increase the competitive performance among employees. Doing business globally requires adapting to many different cultures, and political systems, HR can provide diversity training, to cover the cultural issues and political affairs. If an organization has a reputation for being more diverse and understanding of various cultures and knowledge of various political systems they are competing at higher levels. Technology Technology is a leading factor in completive organizations, because it is so prominent today.
With that in mind, there is a need now to look at HRM from a different perspective so that it can contribute to the achievement of the company aim and objectives. Human Resource Management (HRM) has always played a part in contributing to the success of the company either directly or indirectly. Like other areas of management, HRM is involves in setting policies, formulating plans and trying to make decisions for the benefit of both the company and the staffs. Above all this, the driving force that drives the success of the company is its people. They provide the company with the competitive edge and are the most valuable asset to the company.
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182, Iss. 2; pg. 34, 4 pgs Jean, C, ‘Case Study: How Four Seasons Creates a 'Cycle of Success'.’ Workspan,24-27. Retrieved from ABI/INFORM Trade & Industry: Jan 2007. pg. 25, 3 pgs Sandra, W, & Gillian, AM, ‘HRD From a Functionalist Perspective: The Views of Line Managers.’ Advances in Developing Human Resources, 9(1), 31-41.
265--287. Shah, R. and Ward, P. T. 2003. Lean manufacturing: context, practice bundles, and performance. Journal of Operations Management, 21 (2), pp. 129--149.
Through performance examine results to improve and motivation employees from work, give full play to the employee’s potential and motivation and required employees to have certain career quality. Dell Organisation was through recruitment and selection of human resource management to choose the best talent and then have training and develop of human resource management to practice them become elites. On the whole, it can be seen human resource management is fairly important to business management, it is a highly acquaint strategic advantage at present work organisations.