Cedar Park Furniture Company

management exercises and the literature show that job description has many usages such as recruitment and

For an organisation to attract talent successfully, as part of the talent planning policy it needs to identify and assess what factors affect its approach to attracting talent. For example:

Organisational success depends on having the right skill mix. This unit provides an introduction to resourcing and talent planning process. Studying this unit will enable learners to understand the factors which impact on an organisation’s resourcing and talent planning policy. They will learn about the relationship between recruitment and selection by identifying the key stages

Job design and analysis is the cornerstone of the Qantas HRM. Job analysis can be viewed as the hub of all human resource management activities that are needed for effective organizational functioning (Berman et al, 2009). Under job analysis, the HRM is responsible for planning, recruitment, selection, placement, and induction of workers (Berman et al, 2009). The procedures that are often supported by job analysis process include personnel selection, training, job evaluation as well as performance appraisal (Berman et al, 2009). In addition, the process of job analysis supports the Qantas organizational strategy in dealing with market competition and talent crisis. According to human resource theory, strategic HRM focuses on connecting all HR functions with organizational goals (Rothwell and Benscoter, 2012).

It is important to map out all key sources for the best talent (schools, competitors, universities, feeder pools, etc.)

Strategic Employee Planning is the practice of developing your organizational goals and strategic plan. It is also knowing how to achieve your goals and implement the plan. Another responsibility of employee planning is identifying the key roles and personnel who will assist you in attaining them. Talent Acquisition and Retention is hiring new talent into your organization and recognizing and cultivating talent you already have in the organization. Promoting from within your organization is more cost-effective and encourages employee engagement and loyalty. Performance Management is when the right person is aligned with the right role and position within the organization. Its end goal is to make sure that roles align with your business strategy to achieve its goals. It develops goals for success, supports employee development, and moves the organization in a positive direction. Learning and Motivating sounds like two components but they actually go hand in hand. Learning is more than just training it is the acquirement of information and skills, which in turn gives way to knowledge and experience. To be effective learning programs need to include behavior based activities and tasks that support the organization’s culture and proposals. The motivation comes in when employees see how their growth impacts the organization, and realize just how valuable their role is. Career Development

Talent is one of the competencies that can be seen in a successful organization therefore a company must have a strategic talent management plan that includes recruiting and compensation

Our staffing company has lost several placements to competitors recently. This situation raises the need for a system for proper management of Talent in our company.

When the recruitment process becomes difficult, a job analysis can get to the root of the problem. A job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. There are different approaches that may be taken when completing a job analysis, it is up to the human resource manager to determine which approaches are the most effective. For example, job analysis may be completed by interviewing job holders and supervisors, using questionnaires, and also using observation to gather background information.

Critically evaluate the development issues that arise for managing talent. Evaluate the appropriateness of different development interventions for talented employees.

Talent Management will be divided into subheadings such as the concept of Talent Management; which will highlight that yes, Talent Management is important and is a commonly used term in the corporate world but there is not enough academic research behind

Talent-powered organization is defined as an organization that invests in building distinctive capabilities in managing talent to produce extraordinary results for the organization, such as providing more value to the customers. To become a talent-powered organization, it must follow specific processes to be able to turn talent into its competitive advantage. The word talent has been used in business to describe the overall experience, knowledge, skills, and behaviors that a person has. Therefore, a talent is a person with the necessary capabilities to help the business in gaining its competitive advantage. However, this was not previously the case, in the old capitalism people were viewed impersonally, as part of three main factors necessary for production which are capital, land and labor. Karl Marx even argued that this model alienates the workers with the fruit of their labor as their only goal is to produce for the capitalist. In recent times, this has changed significantly through the transformation brought about by technologies which resulted in the age of information.

Talent management tracks an employee’s life cycle. A talent management system is often comprised of several

Talent management involves a series of steps, seeking then strategizing. Talent management ensures staff skills are nurtured. Otherwise, employees feel wasted and eventually opt to move, taking with them valuable skills (Knowhow Nonprofit, Talent, and succession management,). Before the commencement of the talent management process, a leaders’ meeting should be held to identity that competences are integral and primary in steering the organization in a forward direction (Webster, 2008). It involves identifying the strengths of each to know which to keep and which to let go (Cannon and McGee, 2002, p. 11). Once identified, the next step is maintaining them and facilitating their growth. Instead of seeking to hire new members, which may be time-and-resource-consuming, it would be more appropriate to improve the already existing talents.

Talent management isn’t a new concept to human resources (HR) leaders or to major companies, but it takes on new meaning and greater importance in volatile economic times. The definition of talent management varies among industries, companies and even branches of the same business. That’s generally smart because it means managers are molding the concept to fit their firm’s needs. The best approach is to define it simply as the work businesses do to get the most out of their people – for the sake of their employees and the bottom line. Povah, N., and Thornton, G., (2012).