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Critically evaluate the challenges associated with developing an integrated and inclusive approach to talent management. Provide relevant examples supported by academic theory and industry data

Importance of Talent Management

Talent management is like the lifeline of any and every organization. It is important for the organization to recruit the highly qualified employees in the organization. Organizations often might suffer from the view that production and performance is the only priority of the employees. However, it has been argued by (Deery and Jago2015) that this might have a very bad impact on the mindset of the employees. This, in turn, will affect the talent of the company. So, it is the duty of the managers to focus on the individual qualities of the employees so that they can be motivated at each and every step of their work. It is believed by the HR executives that talent management is one of the greatest people issues that exist in their organizations.

So, it is for this reason that the talent management of the employees usually has a very strong impact on the production capacity of the employees.is the duty of the organization to make sure that they are arranging for the proper training and development of the employees. This is because talent management is mainly concerned with the talent and the skills present within the employees. The company must be following an approach called everyone has talent approach. However (Gallardo-Gallardo et al. 2015) is of the opinion that companies must not focus only on the external or professional development of the employees. They must also be concerned about the personal development not of the employees.

Talent management must be an overall development process where the managers are concentrating over the overall development of their employees. For an instance, there can be an instance that the employees are suffering from different kind of tensions or frustrations which is affecting their level of confidence. This can be a very tough situation for the employees. So it is the duty of the managers to make sure that they are arranging for several workshops, seminars and other personal development programs that will help the employee to emphasize over the areas of their personal weakness.  It is the duty of the organization to make sure that they are being able to provide a knowledgeable environment to all their employees.

As per the opinion of (Boudreau 2016), talent management is about focusing on those employees who have the chance of rising high to a very good height within the organization. However, in this context it has been argued by (Davis et al. 2016) that talent management must be an approach taken over all the employees of the organization. This is because of the fact that the companies are not hiring people based on the previous criteria that they followed about five years ago. The organizations have undergone several changes so in this modern day scenario it is the target of the companies to assign new roles for new employees.

Everyone Has Talent Approach

As per the opinion of (Thunnissen Schippers and Boselie 2018), there are many challenges existing within the talent management in this modern 21st century. This is because the competition is increasing day by day and all are running in this rat race. The duty of the HR managers is increasing day by day as they have to recruit the employees after a very crucial examination and synchronization.

This is because they have to recruit and train that human capital which is the best for the company. In order to win in this competitive world, they have to get the ones who have the ability to the best employees of the organization and work for the profit of the organization as well.

As per the opinion of (Sparrow, Hird and Cooper 2015), lack of resources is one of the issues in the talent management of an organization. It is, for this reason, that organization.  So, the organizations must try to follow the total management method. As per the opinion of (Boudreau 2016), too many changes at a single point of time can really be very young for the employees to cope up with. It has been seen in many types of research that in order to have a sound talent management the company has to give up the previous style of leadership or management that they used to follow. The company has to be much open-minded and make sure that they are following a silos approach. As per the view of (Bratton and Gold 2017), they have to make sure that they are being able to divide the entire workforce into various levels. In other words, they have to divide the work among different employees or stakeholders. Breaking down of the Silos is really one of the essential means of getting a sound talent management.

It has also been seen after applying SET to talent management can also be very beneficial. SET basically refers to the social exchange that takes place between the company and the employees. As per the opinion of (Bratton  and Gold 2017), if the organizations are using SET principles for their purpose of talent management, then there is naturally a kind of expectation that develops on the part of the company. They believe that the employees will naturally develop the tendency of repaying back to the company or the support hat they have received. As per the researches it has been seen that there can be a major problem within then organizational culture if the employees are not able to fulfill the level of expectation that has been set by the company. One of the major problems is the unfavorable consequences that might arise within the expectation of the employees.

Challenges in Talent Management

The company might be investing a good amount of resources for talent management. However, there is a fear that the employees might not be able to make a good use of those resources. As per the opinion of (Sparrow, Hird and Cooper 2015), there is a high chance that the investments might not pay off properly. On the other hand, the expectations that have been set by the company might be too tough for the employees to cope up with. They might not be able to develop a good psychological connection with the demands that are being set up by the organization. This is because it is really tough for the employees to always satisfy the heightened levels of expectations.

There is always a doubt whether the talent management programs will have any positive impact on the employees or not. There are often problems that the employees might feel within an organization. For an instance, the organizational culture might not be supportive enough for the employees to develop a positive mindset. (Finster and Hernke 2014) has argued that there can be some personal problems within the employees as well. This can also be the case that the company is quite supportive but at the same time, they might not give in their hundred percent efforts to maximize the production of the organization. In such cases even if the organization is trying to invest the maximum amount of resources for talent management the outcomes might not be satisfactory.

As per the opinion of (Deery and Jago 2015), the principle of capability approach says that even if the employees are developing a positive psychology it is not really for the sake of the organization. At the same time, this is not for the benefit of the personal development of the employees. So, it is required that the organizations are using their resources for developing the capabilities of each and every employee. As per the view of (Kerzner and Kerzner 2017), if a handful of employees are considered to be in the latent pool this might be partially beneficial for the company. So, the organization must be trying to invest their resources on each and every employee so that they can train all the employees at the same pace. Though the expertise of all the employees will not be equal at the same time, a group of talented employees. This might result in the net gain of the organization will be very beneficial for the overall benefit of the organization.

The Total Management Method

The other problem that might exist in the organization is the lack of clear understanding among the managers of the company. They do not clearly understand the complexity of capabilities. As per the opinion of (Finster and Hernke 2014), the organizations might often concentrate only towards the development of the employees. (Cappelli and Keller 2014) has argued that the organizations have to make sure that they are being able to provide proper opportunities to all their employees.  They have to allow their employees to work with complete freedom within a sound and employee friendly environment. The organizations must make sure that they are not only creating the abilities or the expertise within their employees.

One major problem that can be seen within the organizations is that of poor leadership. The leaders might not be sensible enough to include their employees in the decision making process. It has been seen that even many of the big and well-known organizations do not really value their employees. So, this has to be noted that conducting training sessions and seminars for their employees is not always the right step towards talent management. The organizations will have to create a proper environment where the employees can actually make use of their abilities. There are many organizations ho do not really focus on the mid-career development of their employees.

At the same time, these are the same companies who also focus on the increase of the employee involvement. So, this might become a big problem in the path of proper talent management. So the organizations must make sure that they are not placing their employees in an uncomfortable situation. They have to provide a very sound and employee friendly environment for their employees. The employees must be able to enjoy working within the given environment of the organization. The organizations must make sure that they are emphasizing only on the best practice or the fit practice. The organizations have o be very careful in setting the right strategies for their employees so that they are able to use some best and fit strategies. This will be very helpful for the employees. It is for this reason that they must be having a proper plan for initiating their talent management program. A personal development plan must also be used by 6he organizations in order to make sure that they are being able to focus on the personal development of all their employees.

Social Exchange Theory in Talent Management

One of the major needs of a sound talent management is a sound leadership. This is the responsibility of the organization to make sure that they are being able to inculcate a true leadership system within their organizations. They have to make sure that the leaders are keeping an eye upon their own attitude before trying to focus on talent management. They must be having an integrated talent management system as it will be very helpful for them. However, it is often very tough for the company to maintain such an integrated system. The organization must be using the modern and the using innovative methods of talent management.  

This will help them to make sure that they are not only focusing on the outer or professional skills of the employees but also on the personal development of the employees as well. Lack of proper innovation might also turn out to be one of the major problems in the path of talent management. So, the companies must always stay updated about the kinds of innovative talent management methods that they can use for focusing on the professional, social, economic and social development of their employees.

Therefore it can be considered that talent management has a very strong connection with the self-management and the personal development of the employees as well. I is for this reason that the organizations must initially focus on managing and developing the personal qualities that are present within the employees. It is only after this step of personal development, the organization can try to focus on the professional development of the employees. This will really be very helpful for the employees. A sound talent management can take place only of the employees are getting good expertise and a supportive work environment as well.

References:

Boudreau, J.W., 2016. IBM's Global Talent Management Strategy: The Vision of the Globally Integrated Enterprise. SAGE.

Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.

Cappelli, P. and Keller, J.R., 2014. Talent management: Conceptual approaches and practical challenges. Annu. Rev. Organ. Psychol. Organ. Behav., 1(1), pp.305-331.

Davis, T., Cutt, M., Flynn, N. and Mowl, P., 2016. Talent assessment: A new strategy for talent management. Routledge.

Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance, and retention strategies. International Journal of Contemporary Hospitality Management, 27(3), pp.453-472.

Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance, and retention strategies. International Journal of Contemporary Hospitality Management, 27(3), pp.453-472.

Finster, M.P. and Hernke, M.T., 2014. Benefits organizations pursue when seeking a competitive advantage by improving environmental performance. Journal of Industrial Ecology, 18(5), pp.652-662.

Gallardo-Gallardo, E., Nijs, S., Dries, N. and Gallo, P., 2015. Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis. Human Resource Management Review, 25(3), pp.264-279.

Gallardo-Gallardo, E., Nijs, S., Dries, N. and Gallo, P., 2015. Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis. Human Resource Management Review, 25(3), pp.264-279.

Karatop, B., Kubat, C. and Uygun, Ö., 2015. Talent management in manufacturing system using fuzzy logic approach. Computers & Industrial Engineering, 86, pp.127-136.

Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons.

Krishnan, T.N. and Scullion, H., 2017. Talent management and dynamic view of talent in small and medium enterprises. Human Resource Management Review, 27(3), pp.431-441.

Sparrow, P., Hird, M. and Cooper, C.L., 2015. Strategic talent management. In Do We Need HR? (pp. 177-212). Palgrave Macmillan, London.

Sparrow, P.R. and Makram, H., 2015. What is the value of talent management? B

Thunnissen, M., Schippers, J. and Boselie, P., 2018. Macro Talent Management in the Netherlands: A Critical Analysis of Growing and Retaining Talent in the Netherlands. In Macro Talent Management (pp. 190-205). Routledge.

van den Broek, J., Boselie, P. and Paauwe, J., 2018. Cooperative innovation through a talent management pool: A qualitative study on coopetition in healthcare. European Management Journal, 36(1), pp.135-144.

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