Talent Management: The Importance Of Knowledge Management

Surijah (2016) wrote that to offer innovative products or services demanded by its customers. created through knowledge management and its learning culture. employees should be creative, professional, morally competence and affectively committed to their company. There are congruent relationships among corporate strategy, learning culture, human resource strategy and human capital which have a significant impact on the performance. In a high competitive business environment, a company should adopt creative corporate strategy and learning culture, as well as employs high competent and affectively committed employees. human capital plays an essential role in bringing the company into a success. Managers should practice transformational leadership

Findings indicate a gap between employees and employers in talent management practices. Employees are looking for better training opportunities and some form of remuneration and recognition that demonstrates full potential at work, and a decent work environment is important for employees to be innovative and perform better at work. Management transparency and open communication is essential to build trust which cultivates commitment and job satisfaction that eventually retain talent. Generation X managers find it difficult to manage their generation Y subordinates due to differences in value and attitude towards work. However, few have noted that open communication and equal treatment can help to manage this generation gap. Most of the respondents agreed on the importance of talent management and that management team should take proactive measures in ensuring there is continuous effort to develop employees within the organization. This involves strategic planning on career management and development programs for

Entitled employees often demonstrate certain actions or attitudes in the workplace: Expect praise for meeting basic job requirements, Actively ask for special treatment or exceptions to a policy, Frequent workplace dissatisfaction, Hypersensitive to the opinions of others, Strong desire for autonomy, Demonstrate less respect for peers, Heightened expectations for raises and promotions, Distorted self-evaluations of performance. (Holderness, Olsen, & Thornock, 2016) suggested ways to recognize entitle employees, to bring out the best performance in them: Feedback from supervisors rather than peers, particularly when performance needs to be improved, An expectation of accountability for performance, An autonomous workplace environment, Clear expectations of future task responsibilities, The opportunity to shine. Entitled employees are willing and eager to work hard to impress. Entitled individuals don 't want to be told what to do step by step. They perform better when they feel ownership over their