Creative Writing

Essay HRM -Emba 19 05092011 Final

Description
This essay talking about knowledge management.
Published
of 7
All materials on our website are shared by users. If you have any questions about copyright issues, please report us to resolve them. We are always happy to assist you.
Related Documents
Share
Transcript
  HOW TO IDENTIFY AND DEVELOP THE TALENT EMPLOYEE IN ORGANIZATIONS 1 How to identify and develop talent employee in organizations Student: Cao Quoc Viet University of Economics Human Resource Management/English - MBA19 September 5th, 2011 Instructor: Dr Truong Thi Lan Anh  HOW TO IDENTIFY AND DEVELOP THE TALENT EMPLOYEE IN ORGANIZATIONS 2 Foreword I am so exciting with the topic “HRM and talent management” that presented by Group “Talent”. I am quite a few happy with their presentation but they  just present topic in short-definition. By this I mean, they just talk about the definition of “talent worker” and “talent management” retri eved from Wikipedia 1 . It is not enough and, of course, it is not good for a group research as well as a presentation at MBA level. Therefore, I have decided to study this subject with some researches on the Google Scholar and Emerald Insight’s website as well as Science Direct’s website. As a result, I have synthesi zed lots of researches and theories discussing about this issue and I have composed the essay “How to identify  and develop the talent employee in organizations”   1   “ Talent management  refers to the process of attracting highly skilled workers, of integrating new workers, and developing and retaining current workers to meet current and future business objectives ”    HOW TO IDENTIFY AND DEVELOP THE TALENT EMPLOYEE IN ORGANIZATIONS 3 Abstract The aim of essay is to give some recent theories studying in talent management. In this essay, I will provide some definitions relate to “talent and talent management” and the ways to identify and develop the talent employee in the enterprises. Definition   There are some views on the academic of talent. The definition of the chartered institute of  personnel and development state (CIPD, 2007): Talent consists of those individuals who can make a difference to organizational performance, either through their immediate contribution or in the longer term by demonstrating the highest levels of potential (CIPD, 2007) They also define talent management: Talent management is the systematic attraction, identification, development, engagement/retention and deployment of those individuals with high potential who are of particular value to an organization (CIPD, 2006). Looking back two concepts above, we see that talents are the people who affect to organizational  performance by demonstrating the highest levels of potential. It means, talent is a person with a natural ability to do something well and his/her ability that has contributed to the success of organization. The definition of talent management is very easy to understand. It can be drawn in the mind map included five stages:  HOW TO IDENTIFY AND DEVELOP THE TALENT EMPLOYEE IN ORGANIZATIONS 4 Cross (2007) describes talent as “a genius for making things happen with minimum  fuss and inspiring others to do the same.” It could be questioned, given the nature of    “talent”, whether talent can be “managed”. It may be more helpful to discuss the  enablement of talent. According to Blass (2007), talent management can be defined as “the additional  management, processes and opportunities that are made available to people in the organization that are considered to be talented”.  It is important that any talent management system is integrated across all aspects of HR management. There are clear inter-dependencies between talent management and recruitment, development, diversity, retention and succession planning practices (Blass and April, 2008).  How to identify the talent employee To indentify talents, enterprises need to focus on the requirements of being successful in specific roles in their context. Hay Group (2005) mentioned that organizations are “operating in increasingly dynamic environments”, and to be “truly successful they need to stay one step ahead of the game and predict who will be the key drivers of their future success” . This means organizations should focus and predict what skills, attitudes and behaviors they will need from their talented individuals. If we need to be clear about what it means to be effective in the role and what talent looks like we need to consider this in the given context. But the most important thing is that we need to discover is the characteristic of talent people. There are three questions needed to answer: how do they think, how they work with others and how flexible they are. Talents are the people who have ability to understand the big picture, make connections. They play the master basics of role and look for more challenge quickly. They take initiative, be self motivated, being a self starter. They have intellectual curiosity, capacity and flexibility to think differently and they have ability to solve problem  (Davies, 2010). When talent people work in group, they are so self-confidence and credibility. They

Science module

Jul 23, 2017

Readme

Jul 23, 2017
We Need Your Support
Thank you for visiting our website and your interest in our free products and services. We are nonprofit website to share and download documents. To the running of this website, we need your help to support us.

Thanks to everyone for your continued support.

No, Thanks