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

Global Talent - Assignment Example

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 paper File format: .doc, available for editing
GRAB THE BEST PAPER96.2% of users find it useful
Global Talent
Read Text Preview

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

CHECK THESE SAMPLES OF Global Talent

Organizational Behavior Peculiarities

[Your full name] [Instructor's full name] February 28, 2012 Organizational Behavior Organizational behavior is the study of different behaviors of people, groups and individuals working for an organization.... “Organizational Behavior Management (OBM) research and practice may be characterized as either behavior focused or results focused” (Hyten)....
6 Pages (1500 words) Essay

Sustainable Talent Management

Sustainable talent Management Name Institution Sustainable talent Management Introduction The human resource management systems within organizations and companies focus on effectiveness in performance management so that they would survive within a competitive business environment.... hellip; Performance management is one of the main practices of talent management within an organization (Durovic, 2012).... This paper presents the concept of performance management with a critical review, analysis and discussion of the process of managing employee performance, the review of talent, the global aspects of talent management and recommendations for a sustainable process of talent management....
7 Pages (1750 words) Essay

The Vision of the Globally Integrated Enterprise

The following paper under the title 'The Vision of the Globally Integrated Enterprise' presents the analysis of the compensation and benefits schemes in IBM that cost related with employees comprises a large share of the organization's operating expenses.... hellip; Accordingly, it has been determined that IBM offers a wide range of competitive benefit and reward programs to assist its employees to build a solid and stable financial foundation in order to facilitate them to meet their assorted needs including income protection, healthcare, personal interests along with retirement security....
1 Pages (250 words) Essay

Future proofing an organization against talent lost as baby boomers retired

The exodus of the baby boomers combined with the falling birth rates will intensify the competition for the Global Talent.... It helps the companies overcome the challenges of aging work force evident in their domestic market, by tapping into new growing pool of highly educated talent.... s the global transformation accelerates, it is becoming more crucial to understand the fundamental trends that shape the future of the workplace....
1 Pages (250 words) Term Paper

Global Talent Part II

This is because using the experience of my own former workplace which was also a non-profit… 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 & 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....
1 Pages (250 words) Assignment

Legislation of Different Countries as Reasons for Global Talent Mobility

Furthermore, the changing trends towards diversity have put the firms under pressure to ensure that they get a global outlook.... The financial crisis of 2009/2010 had a major impact on the global economy.... 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....
8 Pages (2000 words) Research Proposal

Managing Global Talent

This paper focuses on the identification and evaluation of the talent management policies applied by Unilever, a firm with a significant presence in the global market.... Unilever is a firm well established in the global market.... And also explains how the firm's managers in order to improve the performance of the firm's employees....
14 Pages (3500 words) Term Paper

Fundamentals of Human Resource Management

This is partly based on HP's track record of over 30 years, but more recently, based on the work of its 15-person new HR Global Talent team and extended Global Talent network.... Hence, help improve employees, as well managers motivation to retain highly effective employees so that foster company becomes competitive advantage by retaining the effective workforce and talent management.... For example, Agilent Technologies, a spin-off of Hewlett-Packard (HP), is a world leader in talent management practices....
2 Pages (500 words) Literature review
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.
Contact Us