StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

Making A BusinessCase Talent Management - Case Study Example

Comments (0) Cite this document
Summary
It has come to the attention of our department that a key opportunity that our university could exploit to make it a more a more effective, profitable, and dynamic force for higher education within the given marketplace is to focus on ways of retaining, attracting, and…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER94.7% of users find it useful
Making A BusinessCase Talent Management
Read TextPreview

Extract of sample "Making A BusinessCase Talent Management"

Section/# Talent Development It has come to the attention of our department that a key opportunity that our university could exploit to make it a more a more effective, profitable, and dynamic force for higher education within the given marketplace is to focus on ways of retaining, attracting, and developing talent within the organization. The umbrella term for this is necessarily referred to as talent management. As such, this brief recommendation will seek to provide a brief overview of what specifically talent management entails, benefits of putting such a system into place within the current context of the university, and means by which other universities are utilizing talent management as a way to define their human resource capabilities to the highest possible extent.
Firstly, with regards to what talent management necessarily engenders, it is a practice that fits hand in glove with the university’s stated mission of providing excellence in education and research both to its students, faculty, the community at large, and various other shareholders. Furthermore, talent management is a way to seek to develop some of the existing resources that the university may hold and be completely unaware of. In this way of consideration, one should also consider the potential savings that could be realized through implementing a thorough and well defined talent management policy. For instance, the economic realities of the current system indicate that the cost of new hires is on average several percentage points above the salaries of existing employees that the university retains. Using simple logic, one can quickly infer that merely developing some of the talent potential that exists within the university itself can be a means of greatly reducing the costs of potential new hires.
However, such a means of implementation will not work unless the employees in question are retained. This is another unique factor that talent management offers the firm or organization that seeks to put it into practice. Whereas a lack of a talent management process necessarily leads to a rather high turnover rate, a well established talent management policy allows for the human resources of the university to be appreciated and developed in a way that only encourages their continued employment with the organization. This win-win situation is one in which costs are held law, turnover is reduced, and employees are able to develop a sense of accomplishment and appreciation within the system itself.
Similarly, a litany of studies, to include one performed by the Harvard Business Review, have pointed to the fact that successful talent management programs have a key synergy that they can add to any firm or organization that seeks to put them into place (Dewhurst et al 2013). It is with these thoughts in mind that we request a review of the proposed initiative as a means of strengthening the professional integrity of our organization while at the same time reducing costs and increasing employee satisfaction and development. Moreover, the level of benefit as compared to the total level of overall costs associated with the implementation of such a plan are minimal and further add to the benefits of pursuing such a course of action.
As a means of addressing the drawbacks that the university currently faces with respect to implementing such a plan, the first of these relates to the fact that 50% of the current workforce at the university is eligible for retirement. In such a way, seeking to develop the talent pool within such a reality is highly difficult. However, with respect to the fact that most mid-to senior level staff members are filled from external candidates, this is actually a net positive with relation to seeking to develop a talent development program as a means to reduce this overall figure. Moreover, although the payoffs of instituting such a program are not immediate, seeking to set one up and draw upon the fruits of its progress will necessarily mean that the level of expense that the university is faced with will decrease the longer the program functions.
Reference
Dewhurst, M., Hancock, B., & Ellsworth, D. (2013). Redesigning Knowledge Work. Harvard Business Review, 91(1), 58-64. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Making A BusinessCase Talent Management Case Study”, n.d.)
Making A BusinessCase Talent Management Case Study. Retrieved from https://studentshare.org/management/1613036-making-a-businesscase-talent-management
(Making A BusinessCase Talent Management Case Study)
Making A BusinessCase Talent Management Case Study. https://studentshare.org/management/1613036-making-a-businesscase-talent-management.
“Making A BusinessCase Talent Management Case Study”, n.d. https://studentshare.org/management/1613036-making-a-businesscase-talent-management.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Making A BusinessCase Talent Management

Talent Management in McDonalds

.... It will be observed that companies such as McDonald’s and some of its other competitors have their own organizational goals, missions and visions (Barlow, 2006). Because of this, recruiting talents that possess entirely different ambitions from these ones could be suicidal for the companies because it would eventually be like two captains who are trying to control just one ship. Even more, the case presented by Goldsmith and Carter (2009) makes a very clear case of how McDonald’s as part of its talent management program made it a core aim to identify the career paths of highest performers. This component of the talent management...
4 Pages(1000 words)Case Study

Sustainable Talent Management

...are liable for running talent, with human resources giving aid and support. • The executive and manager-once-eliminated of either precise subsidiary has diverse accountabilities in regards of the current and future helpfulness of the inferiors: o The director, has a training role to make certain the worker is efficient in his/her present role. o The manager-once-eliminated, has a mentoring function to guarantee the subordinate expands to his/her complete potential. • Judgments assumed as an outcome of the talent pool course are traced and moderated amid directors and their managers-once-eliminated. Once moderated, every worker is given...
7 Pages(1750 words)Research Paper

Talent management

...a competitive edge to an organization. For this purpose, HR managers can transform into internal consultants that can align HR strategies to business priorities, develop centers of excellence and make them benchmarks for further performance, and develop HR skills that can assist managers to assess and generate solutions for problems emerging during business processes (Vosburgh, 2007). As an HR director of Media Xavier Ltd which is a leading name in Business Process Outsourcing (BPO) industry globally, first task undertaken by me would be development of an integrated HR function. This HR function would cover main areas of talent management i.e....
6 Pages(1500 words)Essay

Talent Management Strategy

...that organizations have sprang from small corporate fledglings, to reputable multinationals. The blueprints of proper talent management may be seen in the ensuing discourse. Introduction The organization in point is a profit-making business entity which deals in food and beverages. The organization is still in the process of growth and development as it comprises 200 employees, of which 20 are identified as leaders and may be called Swift Foods Ltd. In itself, talent management denotes the anticipation of essential human capital that an organization may need at a given time, then setting a plan and then carrying out that that plan to meet organizational...
6 Pages(1500 words)Term Paper

Talent Management Strategy

..., which in essence will require developing their talent to outdo their colleagues. Talent management as a strategy for competitive advantage The talent management process ensures that employees within an organisation are performing optimally since they operate in departments where they are talented in. The process of managing talent makes sure that the individuals who are hired in an organisation are high performers who will add value to the organisation, these individuals are then induced in to the corporate culture of the organisation in order to align their talents...
7 Pages(1750 words)Research Paper

Talent Management

...employees’ opinion due to cultural variants owing to the international latitude of the firms operations. Benefits and Drawbacks As aforementioned, through proper talent management stratagem the skills and strengths of employees can be assessed and the HR managers will make recruitment, promotion and deployment decisions form a point of information. Ideally, each employee would be placed at the point where they are most productive and this is significant in reducing wastage and enhancing both individual and collective productivity. Secondly, there are always firms that are willing to poach talent and if an organization does not nurture its employees, they...
8 Pages(2000 words)Essay

Talent Management

.... The Control Theory (CT) states that when an individual receives feedback about his/her unsatisfactory performance, the initial reaction is to make positive adjustments (Motivational spillover 2). It is also important that the person is empowered, by being allowed to handle challenging situations on the job, and should be awarded and/or commended when performance is good. In all of this managers ought to ensure that their own attitudes (professional and personal) are of high repute, so as to allow for mutual respect. The onus is on the HRD to ensure that this process is institutionalised. Consequences for Organizations that Fail to Manage Talent With the global war...
2 Pages(500 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

...performance record. Organizations need to manage these employees effectively so as to ensure their retention for a longer period of time. (Scullion and Collings, 2011). The Status of Talent Management This challenges the conventional approach to growth in favor of a more harmonized approach (Identifying Natural Talents Lets Company Make Right Choice, 1999). In this essay, important aspects associated with the manager’s role in effective talent management are highlighted how much it is important to identify and appoint appropriate talent for the company to achieve its goals (Schweyer,...
2 Pages(500 words)Assignment

Talent Management

...Human Resources - Talent Management Institutin Human Resources - Talent Management Talent Management Approach The best talent management approach method that will benefit organizations in different industrial sectors in the modern era has to have definite elements. In the first place, it has to support organizational change. It also has to include talent analytics, benchmarks for employee experience, and possibly HR Cloud systems. Organizational change is important because it supports client transformation and makes it possible for an organization to facilitate change. As...
5 Pages(1250 words)Essay
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 Case Study on topic Making A BusinessCase Talent Management for FREE!

Contact Us