Nobody downloaded yet

Global Talent Part II - Assignment Example

Comments (0) Cite this document
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…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER94.4% of users find it useful
Global Talent Part II
Read TextPreview

Extract of sample
"Global Talent Part II"

Download file to see previous pages I would therefore want to elaborate on your response by suggesting some of these innovative ways. At my organization, we saw that if attracting new talent was going to be difficult, we needed to switch to the idea of retaining talent. This is because Becker, Huselid and Ulrich (2001) finds retention as one of the best ways organizations can nurture talent. In the light of this, we used very simple HR metrics that made it possible to discover ways in which employees could be motivated intrinsically and thus retained.
The challenge you faced in your organization is a typical example of what Becker, Huselid & Ulrich (2001) refers to as inefficiency with the HR metric system. This is because your organization was not able to appreciate the need to measuring only what it needed to use. In the long run, it had to pay an undesirable cost of not using what it needed to use at all. With my understanding in research, I find that there are some innovative ways by which your organization could have avoided the inefficiency. First, it was important that you did not start collecting data with the metric till you knew exactly what you needed the data for. This is because Mondore, Douthitt & Carson (2011) asked a question in terms of HR management that “if it is not broken why fix it?” The essence of this question is that it is always important to first have a background data collection approach that makes it possible to discover loopholes that need to be filled in the organization. With the loopholes found, it then becomes necessary to implement the HR metric in a manner that is profitable to the ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(“Global Talent Part II Assignment Example | Topics and Well Written Essays - 250 words”, n.d.)
Global Talent Part II Assignment Example | Topics and Well Written Essays - 250 words. Retrieved from https://studentshare.org/human-resources/1688005-global-talent-part-ii
(Global Talent Part II Assignment Example | Topics and Well Written Essays - 250 Words)
Global Talent Part II Assignment Example | Topics and Well Written Essays - 250 Words. https://studentshare.org/human-resources/1688005-global-talent-part-ii.
“Global Talent Part II Assignment Example | Topics and Well Written Essays - 250 Words”, n.d. https://studentshare.org/human-resources/1688005-global-talent-part-ii.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document
An Assessment of Training - Part II
Through training, it is possible to equip workers with the most current trends of offering the best of services on the market (Davenport, Harris & Shapiro, 2010). Indeed it is also important that there were very specific areas of learning that were
1 Pages(250 words)Assignment
Velocity 3 - Part II
As much as this position is acceptable, my insight is that approaching efficiency through interrelatedness should be done with much caution and only after
1 Pages(250 words)Assignment
HR Alignment Part II
Based on this line of discussion, I would like to add some further insight by stating that because the human resource is expected to be aligned
1 Pages(250 words)Assignment
Velocity 2 - Part II
As indicated by Jacob (2010), in applying velocity, it is important that what each member within the organization can do and do well be factored. Very unfortunately though, there are a lot of organizations that suppress the need for
1 Pages(250 words)Assignment
Motivating Others Part II
Generally I want to undertake a people-centered approach to leading but I do not want this to be a compromise on using the best motivated people at work. To this end, I plan on having a brief career enhancement seminar
1 Pages(250 words)Assignment
HR Competencies - Part II
I was fortunate to be part of group of leaders. One of my first approaches was for me to gain as much knowledge about the business as possible that would make it
1 Pages(250 words)Assignment
Engineering Challenges Assignment Part II
The human race has always been enthusiastic about its technological and engineering achievements in the past and now the impact of these advancements has brought up more challenges and opportunities to be realized. Provision
2 Pages(500 words)Assignment
HR Linkage Model - Part II
Having said this, there are some insights that I would add. With reference to Becker, Huselid and Ulrich (2001), I strongly believe that even though the overall success of
1 Pages(250 words)Assignment
Global Talent
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
1 Pages(250 words)Assignment
Challenges in Managing Talent - Part II
To add further insight to this, I will say that most companies, whiles making changes to their talent management functions only look at the interim and thus fail to plan ahead (quote). Based on personal experience, I find that
1 Pages(250 words)Assignment
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 Part II for FREE!
logo footer
Contact us:
Contact Us Now
FREE Mobile Apps:
  • StudentShare App Store
  • StudentShare Google play
  • About StudentShare
  • Testimonials
  • FAQ
  • Blog
  • Free Essays
  • New Essays
  • Essays
  • Miscellaneous
  • The Newest Essay Topics
  • Index samples by all dates
Join us:
Contact Us