Today, there is a recognition that all organizational levels should focus on attracting and retaining talented employees. However, each organization has to create its own unique talent strategy (Heinen & O´Neill, 2004). Nowadays, there is a lot of pressure on organizations to find and retain exceptional talent (Paquet & Rogers, 2008). TM has become the new ‘hot’ issue for managers and HR practitioners (Ashton & Morton, 2005). Studies done on the importance of talent management time and again uncovers benefits in these critical economic areas: income, customer satisfaction, excellence, production, expenditure, cycle time, and marketplace capitalization (Aivazian.D,2009). Sulliva.J, (2004) a human resource researcher looks for not only to hire the most competent and valuable employees but also to put a strong emphasis on retention. Establishing and supervising competitive employee retention initiative are based on motivation, developing commitment, and effective payment (Nayab,N. Scheid J. 2010). This pioneered a research interest in the area of Human Resource Management. Talent Development is one of its sub fields, where many studies were done to explain its importance and to identify factors that it would facilitate or inhibit. Quality of work life and motivational climate are two such factors that were reportedly facilitated due to Talent Development. Walton (1973) defined quality of work life as employees’ reactions toward their jobs, especially the conditions necessary for satisfying their vocational needs and mental health. Quality of work life (QWL) is an attitude, a set of ethics, which holds that an individual is the most significant aspect in the association as they are dependable, accountable ... ... middle of paper ... ...r, to present, or motivation to train (Naquin & Holton, 2003). Organizational culture can have a strong impact on both organizational performance and member satisfaction (Johns, 2003). Similarly, organizational climate has a major influence on employee performance. It affects the worker’s motivation. The climate in the organization provides a type of work environment in which an individual feels either motivated or demotivated. Since motivation of an individual goes a long way in determining his efficiency, motivational climate can be said to be directly related with his performance in the organization. (Turban and Keon, 1993). A concern closely related to company motivation is that of the quality of work life. Quality of work as defined by Walton (1973) is the situation and distinctiveness of effort that contributes to motivation, performance, and job contentment.
As a new wealth for the organization, the businesses are noticing that the talent is the treasure of the company. In twenty-first century, organizations are facing the challenges of human capital that are also called “war for talent”(Ashton, and Morton, L. 2005; McKinsey, 1990). As a valuable treasure, talents whom can improve business performance and create contributions to the business become the centre of attention especially under the talent shortage environment. Cappelli (2008) notices that the rising star is worth to fight. Outstanding talent is crucial for business to achieve the competitive advantages (Iles et al., 2010). For a successful company, talented people play a center role. Thus, talent management becomes increasingly important for businesses to successes.
Talent management is an expensive affair whose returns are not guaranteed especially on the short-term (Cascio & Boudreau, 2016). Consequently, balancing the two aspects presents a huge dilemma, taking into account the stiff competition in the market. The fundamental question that needs to be answered is whether by investing in raw talent presents a more financially viable option than acquiring ready-made and experienced employees. On the other hand, further growth will lead to an upsurge of the workforce. Thus, the risk of going national versus the potential value (profits) are the key parameters under consideration.
From this research it is evidently crucial that motivation is maintained in the work place. It affects all levels of the managerial pyramid from low level staff to high ranking managers and more importantly the company as a whole. If a happy work environment Is created then the results will be un-measurable in turn leading to greater profits for the business and in reality all companies whether it be retail or call centres are all looking for maximised profits. From incetric, exentric and job design techniques it is for the management to determine what’s best for the company, a diction that can lead to great success or shocking failure.
Paul, S. 2010. The role of the corporate HR function in global talent management. UK: Elsevier
A great work environment is essential to employee morale. When there is low morale there is a lapse in productivity. The main objective of business is higher productivity which equates to higher profits.
The talent management is defined by the Five STAR program where managers “begin a process of cascading, aligning, and translating these imperatives into clear goals and SMART (specific, measurable, attainable, realistic, and timely) objectives that relate specifically to each of the five STAR points” (NCHL). The programs institutes and refines goals, stipulates accountability and heighten company objectives correlating with each employee’s potentials. The principles of the succession planning and talent management strategy are to review and assess key talents to foster innovation and advancement in their careers.
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
One of factors that affect the performance of employee is working environment and organization culture. Unhealthy work environment such as uncomfortable working environment (the place does not have good air circulation), overload working burden and unsafe working environment. A positive organization culture boosts employee morale, contributes to increased
The goal of nearly every company or organization is to motivate those involved towards a unified vision and or goal. When an organization is able to identify the major individual variables that influence work behavior, they can offer an atmosphere that is healthy. Typically, all organizations experience the direct relationship between job satisfaction, and performance. In an effort to maximize the performance of staff within a system it is important to develop an optimal interpersonal chemistry. In order to be most effective, leaders in an organization must have a clear understanding of their employees,
...s in the corporate world by setting new standards to promote and better satisfy their employees. We chose four leading companies in four different industries. The above analysis definitely reveals that perhaps one of the reasons why these companies are the leaders in their industry is because they are well aware of the importance of the work force. They mention in their mission statements as well that yes in deed customers are important but in order to make the customer happy they first need to motivate and satisfy the employee as well. According to Citibank, the general belief is that a happy worker is a motivated and loyal one. So keeping employees' spirits high is a sure-fire way of maintaining a productive workforce. A productive work force would ultimately lead to a healthy organization which would not only promote the society its working for but also itself.
Individuals have all sorts of attitudes towards their organization and work environment. Job satisfaction is an integral part that is discussed by employees, how they perceive their organization and how they transform their thoughts into decision-making skills. A study was conducted that examined the ‘job-satisfaction and job- performance relationship’ the qualitative review was based on seven models each evaluating the relationship. In my opinion
...mon practices by the department of human resources management of any development organizations. In addition, according to Seta et al., (2000) he found there are researchers was argued that proper training, work progress, and compensation could increase employees’ satisfaction toward their job and organization (Seta et al., 2000). So, by improving employees’ QWL is a prerequisite to increase an organizational productivity. High Quality of Work Life (QWL) organizations achieve better productivity and become highly competitive. Impact and effect of QWL toward workforce include reduced absenteeism, lower turnover and improved and employee job satisfaction (Mosadeghrad, Ferlie and Rosenberg, 2011). Satisfied employees are deemed to be an effective labour force and become as an important assets for the organization’s effectiveness for an organization (Masri, 2009).
A recent report by the renowned Hay group says ‘A talented and aligned workforce is crucial for bringing strategy to life and ensuring an organization delivers on its objectives ‘. This report also says that direct people costs make up an average of 40 per cent of organizational costs. So what is it that drives the organizations today? A talented workforce is the answer. How can a talented workforce be obtained? Pat comes the reply from any industry expert “Through proper strategic workforce planning.” Strategic workforce planning is the need of the hour with the entry of dynamic workforce diversity and booming technology owing to globalization.
Quality of work life as “a process by which an organization responds to employees’ needs by developing mechanisms to allow them to share fully in making the decisions that design their lives at work” (Robbins ,1989).The term Quality of work life is all about the quality of association between employees and