Managing Cultural Diversity in Australia, Talent Management Strategy in India - Annotated Bibliography Example

Synopsis Name Institution Date Course Topic 2: Skill shortages and workforce planning Key points included This paper is focused on temporary and sponsorship migration of skilled workers and reports on a case study that involves motivating factors for such migrations of foreign workers to Australia. The study is pragmatic and employs the temporary business entry program which is a new aspect of the migration policy in Australia. Results provided by the study indicate an affirmative conclusion of the important role played by both non-economic and economic factors in motivating migration of skilled labour. The study applies survey technics to answer research questions including: ‘Which employers attract workers temporarily from overseas, who are the skilled migrants, where do they migrate from and what are the reasons for skilled workers to migrate to Australia?’ (Khoo et al, 2007, p.486). Strengths One of the strength of the article is its methodology which provides a wide range of reliable data from primary sources. The reporting of methodology and analysis of data in the study was well documented in tables illustrating the categorised information and a wide range of samples used. Responses are acquired from the migrants confidentiality is assured. Findingspoint out factors that directly attract foreign skilled labour to Australia. The findings indicate pragmatic support for international theories of migration. This is the second strength of the article, well-illustrated findings based on acquired data. Competence of the skilled labour and encourage sponsorship by employers and rotation of workers in regional offices in different countries also contribute to the migration. Weakness The article weakness is reflected on inadequate information on the lifestyle factor in Australia as a contributing aspect to migration of skilled labour to Australia. The article theoretical arguments on temporary migration of skilled workers from other countries that are developed is insufficiently addressed. Also, the data used relied mostly on Australia by the Department of Immigration and Multicultural and Indigenous Affairs(DIMIA) as part of a key project f research on temporary migration of skilled labour. Thearticle surveys are dated back in 2003 and 2004 with the most recent conducted between 2003 November and May 2004 and the first carried out in mid-2003. The article argues that sample used in the recent survey involved skilled migrants who were temporary and that Australia is increasingly attracting more skilled labour globally (Khoo et al, 2007, p. 494). Applied learning addressed I have found the article very useful in many ways in terms of the global labour market, Australian workforce composition and economic and non-economic factors affecting. First, the article states some international theories of labour migration. For example, Iredale (2001) states that policies set by countries, multilateral and bilateral arrangements encourage international skilled labour migration. Secondly, percentage of migrants in Australia’s workforce composition is increasing since employers are now providing sponsorships to skilled workers from abroad. The article has also provided a greater insight on the demand side models for illustrating international migration to fill the gap in shortage of skills. This has generally heightened my learning and directed me towards more research on Global labour market. Topic 3: Employer branding Key points included This article is mainly about employer brand and provides a report on how predictive model can be incorporated so as to attract talent and retain it in the organization. The study involves non-empirical analysis indicating the linkages between talent attraction and retention and brand of the employer. The study provides strong results employer brand as a function of an employer value proposition (EVP) that is differentiated, strategies of people, communication of employer brand, needs of a targeted group and the efforts of employer branding. The research employedNon-empirical, model building methodology (Torraco, 1997) to answer the research question: ‘What are the relevant concepts of employer brand or the building blocks of employer brand that can be incorporated in a predictive model of employer brand so as to be empirically considered valid for predicting attraction and retention of talent’ (Botha et al, 2011, p. 2). Strengths The article displays a well-illustrated structure of the employer brand predictive model with its theoretical implications. This is the first strength of the article providing more understanding. The propositions are well explained and the linkage to talent attraction and maintenance well-illustrated. The range of theoretical concepts from contextual data is wide and thematic approach well employed in data analysis of other research articles. Even so, the author suggests that empirical research method should be used in future research. Second strengths of the article is that findings of the study have been proven and supported by adequate theoretical concepts and contextual data. A relationship has been developed between employer brand and talent attraction and retention. Weaknesses The main weakness of the article is on its data analysis where although it states how thematic analysis was conducted, no tables of the findings and analysis are indicated so as to improve understanding. The article is limited on analysis of other research articles from previous writers and no empirical testing of the model was done. Gathering of extra data from research is limited by the selective approach. The article states that other data sources like employer brand international (EBI) and other sources could have also produced more information for the research (Botha et al, 2011, p. 10). Applied learning addressed In terms of talent attraction and retention as by managers, the article has provided me with insight and is of help in many differentways. First, the article illustrates the topic of employer brand models, especially the predictive model and how it is incorporated by employers to attract talent and retain it for performance improvement. For example Kochanski (2004) ‘importance of distinctive EVP in the best places of work lists’. Secondly, the article has practically improved my understanding on aspects that influence employer brand.I have a clear understanding of institutional factors like communication and band consistency and other individual aspects of the managers. This has improved my knowledge on employer brand for future research. The applied research methods employed have also been a lesson including the thematic research model or methodology. I have grasped lessens on the research theories in the field of employer brand. Topic 4: Talent management Key points included The main focus of this reading is on talent management strategy, investigating its impact on level of engagement among employees and reports on a case study involving the ITES sector in India. The study is empirical and inspected different challenges facing engagement of employees and how such engagements are impacted by talent management. Strong results are extracted from the study for using talent management in improving efficiency of worker involvement using Gallup work place audit methodology. The method is employed to answer a major research question: Can a talent management strategy improve engagement of employees and is it a key retention tool? This is answered through research questions of the study: what is the score for engagement, levels at which the departments and segments of talent are engaged and if the levels of engagement are increasing over time’ (Bhatnagar, 2007, p. 641). Strengths The study involved use of mixed approach methodologies which is an efficient triangulation of data. This is one of the strengths of the article. The survey conducted through interviews of unstructured focused groups provides a wide range of information. Data is well documented in tables under well split categories for easier understanding. The article findings from the research point to the fact that employee engagement in the organization can be improved which will support creativity in relations, emphasize development and improve a firm’s effectiveness in leadership. This is another of the strengths of the article and its implications affect the specific area of the study which is the ITES sector in India. Weaknesses A weakness of the article is that data is very specific on India and relates heavily to the Indian ITES/BPO sector organizations and the data was collected from a sample size of only 272 employees in the sector. For results that reflect the whole industry and other organizations, the size was inadequate to arrive at the given results. The article argues that in order to have the talent of workers well managed, engaged and retain, the right model in the ITES sector must be implemented together with the right employer brand. ‘india has a competitive advantage aganst other countries, making it appropriate for back-end operations by multinationals. The increased capacity of manpower is an added advantage in the BPO ’ (Bhatnagar, 2007, p.643). Applied learning addressed In terms of employee engagement and my position as a management student, I have found this article to be of great help in many ways. First, it has enhanced my understanding of the resource based view in relation to improving organization’s competitive advantage. For example Lado and Wilson’s (1994) human and organizational resources for a sustained competitive advantage of the firm.The article has also enhanced my understanding of employee engagement beyond the aspect of increased competitive advantage for the Indian sector and other sectors applied. The methodology used in the article has given me a grasp for carrying out business research which is effectively carried out using mixed approaches. Another area of learning is presentation of findings and analysis of data. Topic 5: Managing intergenerational and culturally diverse work force Key points included An approach used in Australia to manage a workforce that is culturally diverse is the main focus of this paper. The study involves a practical application of management framework and examines the outcome of the approach to determine if it is the approach utilized in Australian management of a culturally diversified workforce. Results from the study are strongly supporting the fact that the legal structure in Australia is relaxed on the aspect of cultural diversification management and therefore there is lack of an appropriate approach to managing cultural diversification especially due to incorporation of organizational responses. The study applies the Syed and Ozbilginsmultilevel relational framework for diversity management in answering research question: ‘What is the cultural diversity model that is utilised in Australia’ (Syed &Kramar, 2010, p. 100). Strengths One of the strengths of the article is its methodology which provides all required information and is well presented in the article. The well-documented and rigorous reporting of the methodology and data analysis provides a clear understanding of the article.Another aspect indicating strength of the article is its integration of all aspects affecting the subject matter which is management of multicultural and multigenerational workforce. The legal and public policies in Australia are examined together with organizational factors affecting cultural diversity like discrimination. The third strength is the article’s findings from the research. Findings from the research point to the fact that cultural diversification in Australia is affected by its legal framework which is tackled, will be an appropriate technic to managing diversity and that management of the diversity should also be handled at a multiple level for it to be realistic. Weakness A weakness of the article lies with its presentation of data and analysis. Although there is a clear illustration of the model or framework used, categorical and tabular analysis provides a better understanding of the research facts. Nonetheless, limited information is provided regarding multi-generational management in the article which is also an item in the research title. The article provides that a legal and policy framework affects multicultural management in the country and that it should be managed at higher level but does not provide for the generations. ‘Australia multicultural management requires a more integrated way to be realistic’ (Syed &Kramar, 2010, p. 113). Applied learning In terms of decision making and management of a workforce comprising of different cultures and generations, i have found the article very useful in many ways. In relation to my career path, the article gives me an inspiration on decision making at a higher national and meso-organizational policy level. This article provides a practical understanding of how diversity can be managed through a multilevel framework. Secondly, the approach utilised in the study by Syed and Ozbilginhas also enhanced my learning. The article has enhanced my knowledge of the Australia’s legal framework in relation to regulations on cultural diversification management. I have a wider grasp on multi-generational and multicultural aspects of the organization other than the basic knowledge I had before. For example Stanley (2012) ‘Issues related to multigenerational workforce and its impact on leadership. Topic 6: Indigenous workforce participation and training Key points included This article is focused on the indigenous economic development and reports a case of appropriate strategy for economic development of indigenous Australia. The report involves an empirical and theoretical analysis of viable strategies for the economy and examines how local Australians can access equal opportunities to education jobs and efficient family life. The research conducted by the government produces strong results which are a solution to the economic development issue in the Australia. The study employed extensive consultation with the locals in Australia communities and society so as to answer the question of economic development: ‘What is the most appropriate strategy that the Australian government can employ to enhance growth and development’ (DEEWR, 2010, p.2). Strengths The methodology employed by the government research initiative is one of the strengths providing reliable and first hand data. The methodology is interesting and appropriate integrating local involvement. The government admits of its inability to close the gap alone and therefore seeks to involve the public through consultations and partnerships with not for profit organizations, state and local government s and other businesses. The findings and strategy developed from the study conducted is a long-term solution for the state and identifies other areas of importance such as policies and objectives upto 2018. This is also strength of the article. Findings indicate that implications of the strategy affect all areas of interest for the research including communities, businesses and the government of Australia in the long-run. Time frame for the study is appropriate in relation to time for application of the strategy. Study is conducted in 2012 meaning that application of the strategy starts the next year, 2013 to 2018. Weaknesses A weakness of the article is that most of the data is specifically based on consultation by the indigenous Australians. Although economic development is aimed for Australia, consultations and applications from other countries’ economies could also help in developing the strategy. The article argues that applying an appropriate strategy application in the economy is an effective tool for improving efficiency in the economy and enhances its development ‘…Australia’s ability to maintain a viable economy and value added/high quality internationally’ (DEEWR, 2010, p.10). Enhanced learning addressed As a student, the article has been of help in a number of ways in terms of Country economies, especially Australia. First, the article gives an understanding of issues considered in formulating economic strategies for a country. Economic strategies need to be long-term so as to save on time and provide time for other economic planning. Second, the article also emphasizes on social involvement and consultation in aspects affecting communities. The article enhances my understanding of labour markets in Australia especially for the indigenous Australians. Another lesson I have grasped from the article is the principle of prioritization in decision making especially in strategy development. I have a better understanding of the Australian government activities in economic improvement and its initiatives for improving the social welfare of all citizens especially the locals. Lastly, i have learnt lessons from the applied research method utilized and which has become an area of interest in the methodology used for this study. Read More