The process of talent acquisition is an effective approach that is undertaken by HCL Group for finding skilled human labour in order to meet organisational needs. The human resource professions play a vital role in recruiting talent to build strong human labour and bring out more productivity. Talent Acquisition is beneficial as it selects right people to set into right job so that quality performance can be given. The brand of HCL has given huge scopes to the candidates who are talented enough and can give innovative ideas to the company to make growth. According to the company, they prefer employee as their first priority than the customers. This strategy has promoted trust among the employees where they share information with one another …show more content…
Business had to bare loss as they lack in maintaining standardisation. Therefore, talent acquisition group of the organisation had to go through drastic changes due to several stakeholders having different functions that gave confusing conclusion. Other difficulties that are faced by the organisation are with tools and technology where the business had non availability of recruiting tool and had issues in data management system. Before the implementation of talent acquisition group the organisation had low recruiter efficiency. In addition, screening and sourcing process also lacked as the sourcing guidelines were not present in the recruitment process. Besides, it also lacked in sourcing prioritisation. There was no selection framework as well due to which the organisation failed in making consistency results …show more content…
Therefore, human resource professions plan in a way by understanding the requirement needed to handle task of a particular department. Therefore, giving job description is essential where essential skills and requirement that a candidate need to have must be given. Besides, person specifications are also important to know the experience and qualities within a person (Wright et al. 2014). After recruiting the candidates they are screened and selected to come up in next level where interview will be conducted among the selected candidates. In addition, training is an important element that groom up the candidates according to the roles and responsibilities they will be conducting as an organisation
As jobs are becoming more technical every year and innovations are arising with new job opportunities, finding employees that meet a business’ requirement is becoming more difficult (Nickels (290-346). This is why it is important to have a career that arises and evolves that meets this innovating world: Human Resources. Human resources plays a big part into a business’ success from hiring new employees, to employee retainment, and ensuring employees are trained to meet the evolving businesses requirements (Nickels (290-346). Human Resources is quickly evolving to become one of firm’s most critical professions in the industries market business.
Heneman, Judge, & Kammeyer-Mueller (2012) discuss the logic of prediction when selecting candidates for a position. Past performance predicts future performance; so in assessing candidates, it is essential to review past actions in order to get a feel for the applicant’s potential future performance (Heneman, Judge, & Kammeyer-Mueller, 2012). This is why is it also crucial to ensure in the recruitment phase, that the position has been accurately analyzed, that proper KSAOs have been assigned to a position, and that the KSAOs are adequately able to be assessed. There are numerous tools available for the assessment of a predictor of a candidates potential including the basic interview, simple assessments, job previews, and reference or background screenings. The idea is that if these skills are accurately assessed or screened for, then the candidates past performance is likely to extend to the future position (Heneman, Judge, & Kammeyer-Mueller, 2012). The selection plan dictates which performance predictors will be assessed to rate the presence of KSAOs required for a position (Heneman, Judge, & Kammeyer-Mueller, 2012).
Nowadays, Good managers are not only effective in their use of economic and technical resources, but when they manage people they remember that these particular resources are special, and are ultimately the most important assets. On this occasion, this report is written to explain the reason why Personnel Management has changed to Human Resource Management and how the functions and roles of Human Resource Department differ from Personnel Department.
In recent years due to globalisation, there have been major shifts observed in business activities of both profit and not for profit organisations. To face global and competitive challenges, organisations are now operating in a different manner as compared with the past trends and records. The competitive advantage that a company gets is through its client services. The cost of attracting a potential client is five times bigger when compared with the cost of retaining an existing client. When an organisation fails to provide the desired level of satisfaction to clients, the client becomes dissatisfied and may spread negative word-of-mouth. In order, to retain customers and develop long term relations with them, it is of paramount importance that people of an organisation must be aligned with the corporate goals and values. Today’s employers ensure to encourage workforce that their individual interests compatible with the organizational objectives.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
A group of persons with special ability or a capacity for achievement or success are referred to talent. One of human resource managements called Talent management has become very important to the organisations nowadays. The process of attracting, selecting, training, developing and promoting
In my opinion, although sales, customer and employee satisfaction had significantly increased, TAG still lagged its competitors on overall profitability. With manpower costs accounting for a significant part of the operating cost, HCL responded to the changing competitive environment and redesigned its talent management strategy. From my critical reading analysis, the case is set in the dynamic context of the growing competitive environment of talent shortages and increasing wage costs in India where the Talent
Human Resource management (HRM) can be defined and simplified in various ways. One definition is that HRM is to “get the right people on the bus, the wrong people off the bus, and the right people in the right seats” (Collins, 2001). The People theory is a theory in HRM that includes Recruitement and selection- two major subjects in the HRM function which concerns people and their way to a job for them.This essay will treat and discuss these two topics, recruitment and selection and their importance to the HRM function.
Challenges Human Resource Professionals face in meeting the needs of the contemporary Workforce “In the War for Talent”.
It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.
This way HR can enhance the employee and build the talent leaders as per the organizational needs. The common perception is that HR is not innovative enough and it is administrative, bureaucratic in functioning; HR professionals are not aligned with the business strategy and lack analytical skills. Human resource information system is not new concept but it is recuperating day by day with changing environment. Organizations have significant work to do, where HR leaders are adapting to understand change business demands and skill set required. HR’s role is expanding beyond its traditional focus on talent management, process, and transactions. HR is becoming an innovative consultant with a broader responsibility to design, simplify, and improve the employee and candidate experience. Today HR organizations are moving away from a ‘service provider’ role to become valued talent, design thinking and employee experience consultants. They are deeply embedded in the organization through business partner leadership
If Companies fail in hiring talent workforce for the company, it may lead to horrible consequences because other companies may exceed them in the strategic human resource management. For human resource managers, the major is to retain and develop employees strategically. Nowadays, many researchers have realized that it is more useful to focus on staff retention factors rather than working on the reason why they leave.
Human resource management and the organizations in which it takes place are facing challenges from a changing environment. Hiring the proper people with the appropriate skills is an essential part of maintaining the workplace. Economic issues which include downsizing, organizational culture, productivity, ethics, demographics, and diversity plays a significant role when redesigning a company 's Human Resource Department. Success in the field of Human Resource requires an update of knowledge continually. Training, certifications, hands-on experience, and tactic knowledge helps to perform a difficult redesigning task with speed and sensitivity. Human Resource actions are comprised of but not limited to equal employment, staffing, compensation, benefits, labor relations, and safety. Ethical issues are
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)
A talent management strategy always needs to link to business strategy to make sense. Talent management has become one of the most important buzzword in corporate HR. Talent management is a natural evolution of HR. The new and more challenging problems like how to make recruitment process more efficient and effective , creating sustainable “leadership pipelines”, identifying competency gaps ,etc , require new processes and systems. So talent management integrates organisational HR with business management processes. It is now an important management practice which can be called as an integrated process of recruiting, training, supporting, and compensating people.