Free

Global Talent - Assignment Example

Comments (0) Cite this document
Summary
According to Griffin (2010), the number one reason most modern organizations do not have any HR metric in place is not because they do not know about the benefits that such metrics bring. Rather, it is the issue of how to implement the metrics in a way that is not faced with…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER97.2% of users find it useful
Global Talent
Read TextPreview

Extract of sample "Global Talent"

GLOBAL TALENT According to Griffin , the number one reason most modern organizations do not have any HR metric in place is not because they do not know about the benefits that such metrics bring. Rather, it is the issue of how to implement the metrics in a way that is not faced with some of the commonly identified challenges with implementation. By implication, the more challenges organizations face in implementing new HR metrics, the less discouraged they become to introduce these new systems. One such challenge that can be identified in a typical organization has to do with accessibility of value-added metrics. Becker, Huselid & Ulrich (2001) found that accessibility problems can arise in many forms including accessibility of value-added metric to acquire and accessibility of the value added by the metric after it has been acquired. In the current context, issue of accessing the value that the metric add to the organization after it has been acquired is what is being focused.
In such a situation where there is lack of accessibility to value-added metrics, the first point of call in overcoming the situation should be the organizational structure. This is because where there is a bureaucratic and overly centralized organization structure, the flow of resources and even information across all quarters of the organization becomes highly limited. As a result of this, it is very difficult that all members within the organization can have a feel of the value added to the HR activity by the new metric. For example when the metric is used to collect data about employees, it could be that the outcome of such data will not be made known to the employees. In such a situation, chances are that employees can resist any future implementation of new metrics. This is because the employees will not have any basis on which they can justify or testify to the benefits of the metric. But where there is an open system being operated where the outcome of the value added by the metric is openly discussed, implementation will not be problem because all employees are likely to come on board and support.
References
Becker, B., Huselid, M. A., & Ulrich, D. (2001). The HR scorecard: Linking people, strategy, and performance. Boston, MA: Harvard Business School Press.
Griffin, R. P. (2010). Means and ends: Effective training evaluation. Industrial and Commercial Training, 42(4), 220-225. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Global Talent Assignment Example | Topics and Well Written Essays - 250 words - 1”, n.d.)
Global Talent Assignment Example | Topics and Well Written Essays - 250 words - 1. Retrieved from https://studentshare.org/human-resources/1686842-global-talent
(Global Talent Assignment Example | Topics and Well Written Essays - 250 Words - 1)
Global Talent Assignment Example | Topics and Well Written Essays - 250 Words - 1. https://studentshare.org/human-resources/1686842-global-talent.
“Global Talent Assignment Example | Topics and Well Written Essays - 250 Words - 1”, n.d. https://studentshare.org/human-resources/1686842-global-talent.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Global Talent

Strategic Development of Managing Global Talent

...Strategic Development of Managing Global Talent Introduction The Toyota Motor Corporation is a multinational auto carmaker, which has its headquarters in Toyota, Aichi, in Japan. The company was founded in 1937 by Kiichiro Toyoda as a derivative from what his father had started as Toyota industries to crest automobiles. The company employs 317,734 people globally and is one of the largest employing organizations in the world. The Toyota Motor Corporation is part of the Toyota group, which is one of the biggest conglomerates in the world. Alongside motor production, the company engages in other businesses such as the Toyota financial services through the Toyota financial services...
16 Pages(3000 words)Essay

International mobility and global talent management

...1994, p. 113). So managing its human resources operating in more than 195 countries, with the accompanying individual aspirations and mobility requirements has always been considered a big challenge at Coca Cola (Anfuso 1994, p. 114). Thus, talent management is a core strategic issue for Coca Cola, going by the fact that more than eight percent of its income accrues from overseas sales (Anfuso 1994, p. 116). Coca Cola has 25 operating divisions spanning across six regional groups (Anfuso 1994, p. 115). Each division is expected to operate on its own while exploiting its global skills and adapting them to local knowledge and values (Anfuso 1994, p. 115). Coca Cola encourages its expatriate managers to...
5 Pages(1250 words)Essay

Talent

...Talent Talent refers to possession of natural skills or aptitude to something that maybe hard to others without putting too much effort. A talent is that skill that makes a person stands out in a crowd. Everyone has a talent but it takes some effort to identify the talent. However, one’s talent can end up being wasted if one does not identify it, master, and improve it. Mastering ones talent entail coming up with different and unique ways of doing the activity you are talented in (Sorensen and Crabtree Web). From a business point of view, a talent possesses the capability or aptitude to...
1 Pages(250 words)Essay

Talent Management

...Talent Management Talent has been said to be a natural ability that is manifested in a superior quality (Young and Poon, 2006). That is, talent cannot be gained by any other means other than through inherent acquisition. The skill and knowledge that people acquire from books and through education, cannot be equated to talent because they do not come naturally. It has however been argued that it is possible to use education and training to better a person’s talent (Harris, Robert and Valla, 2004). From a business point of view, talent may be seen as a creative skill to use innovative techniques in solving problems that one is often faced with in the business environment. That is, when business challenges arise such as in the case... of...
1 Pages(250 words)Essay

Talent Management

...management survey, more than 50 percent of organizations use a formal or informal talent management initiative, highlighting that human capital issues are among the prime objectives of strategic planning (Stadler, 2011, pp. 264-271). References Identifying Natural Talents Lets Company Make Right Choice. 1999. [e-book] [Accessed: 10 Feb 2014]. Keeping your talent. 2008. Strategic Direction, 24 (9), pp. 6-8. Stadler, K. 2011. Talent reviews: the key to effective succession management. Business Strategy Series, 12 (5), pp. 264-271. Berger. 2004. The Talent Management Handbook. Tata McGraw-Hill Education. Effron, M. and Ort, M. 2013. One Page...
2 Pages(500 words)Assignment

Global Talent Management and Improving Business Performance

...Global Talent Management work Global Talent Management Introduction The article which will be critically evaluatedin this section is Balancing individual and organizational goals in global talent management: A mutual-benefits perspective. In this article, the writers discuss about the increasing activities of multinational corporations and their growing need for global talent management (GTM). GTM is developed by multinational corporations as they believe that in order to survive in the global environment; there must be a key concern towards the development of talent in...
9 Pages(2250 words)Coursework

Classifying talent

... ifying Talents One of the most spread definitions of talent is the following one that can be found in the Merriam-Webster Online Dictionary: “talent is a special ability that allows someone to do something well” (“Talent”). From this, it follows that talent is an innate ability of a particular character, which other people lack. Every person is able to achieve good results in a certain sphere in case one works hard; it is a talent, however, that makes a person a real specialist in that branch. Therefore, talent, which is both a special ability and hard work, is very important because it gives an opportunity to become the best in the sphere. The first talent chosen for the analysis is playing the piano. It is really a talent... for it...
3 Pages(750 words)Essay

Global Talent Part II

...GLOBAL TALENT PART II Response to Anderson I can really appreciate the challenge you went through at your formal workplace in terms of how difficult it was to invest in talent, given the fact that it was a non-profit organization. This is because using the experience of my own former workplace which was also a non-profit organization, we had such problems initially. Through detailed search and understanding of literature however, we saw that even though it was always difficult to raise funds to invest in talent, there were innovative means by which we could achieve this (Mondore, Douthitt & Carson, 2011). I would therefore want to elaborate on your response by suggesting some of these innovative ways. At my organization, we saw... that if...
1 Pages(250 words)Assignment

WHAT IS THE REASON FOR GLOBAL TALENT MOBILITY IS IT RELEVANT TO THE LAW AND POLICY OF DIFFERENT COUNTRIES

...What are the Reasons for Global Talent Mobility? Is it Relevant to the Law and Policy of Different Countries? Contents Contents 2 Time Scale (Ghatt chart) 10 Introduction With the increasing levels of globalization which mainly results from efficient flow of information, integration of economies, and liberalization of markets, international mobility has grown tremendously. This is because multinational companies have diversified their operations to different markets across the world in order to reduce the risks and uncertainties associated concentrating on a single market (Ariss 2014). Therefore, they are facing a growing demand on their resources as the pressure to manage transient...
8 Pages(2000 words)Research Proposal

Managing Global Talent

... «Managing Global Talent – Unilever» 1. Introduction The change of a firm’s existing HR policies has to be decided using specific criteria: the needs of the firm in the short and the long term but also the market trends need to be taken into consideration when having to deal with the particular problem. The performance of the firm during the period under consideration – i.e. when the relevant strategic plan is under discussion – is always critical for the success of the specific effort. In the literature different views have been developed regarding the estimation and the evaluation of current business performance. In accordance with Carley et al. (1994) ‘organizational structure is measured by...
14 Pages(3500 words)Term Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Assignment on topic Global Talent for FREE!

Contact Us