Lecture 02:People & Organisations London Metropolitan University MBA Programme || Module Number: MN7181 || Lecturer: Mr Laleen Katagodage || E-Soft batch-14- Stategic Employee Resourcing and Talent Management

Strategic Employee Resourcing and Talent Management 

Walters G.(2006), The scope of employee Resourcing refers to all the activities that come under the banner of Human Resource Management. The activities are as follows.



Talent management also helps managers significantly to carry out their day to day work role responsibility for further development and identifies the potential employees which help an organization to retain people.

























Talent Management 

Talent management can be simply defining in words of set integrated organizational human resource processes designed to attract, develop, engage and retain productive engaged employees. 

Lewis & Heckman, June (2006) explains the main goal of talent management is to create a high performance sustainable organization that meet its strategic and operational goals by empowering the employees. 

According to Profmax (2015) many companies have focused on improving their core human capital management (HCM) functions including payroll, benefits, time management, and position management as shown below.

















Model of recruitment and selection of HRM

According to Armstrong, (2009) recruitment is the process of finding and engaging the people the organization needs. Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to jobs and describe four stages of recruitment and selection which are subsequently defining, planning recruitment campaigns, attracting candidates and selecting candidates.

Process of Talent Management 

  • Understanding the recruitment
  • Sourcing the talent
  • Attracting the talent
  • Recruiting the talent
  • Selecting the talent
  • Training and development
  • Retention
  • Promotion
  • Competency mapping
  • Performance appraisal
  • Career planning
  • Succession planning
  • Exit

Benefits of Talent Management

         1.    The right person in the right job
         2.    Retaining the top talent
         3.    Better Hiring
         4.    Understanding employees better
         5.    Better professional development decisions


Reference:

Armstrong, M., (2009). Strategic Human Resource Management-A Guide to Action 3rd Ed.

Lewis, R.E. and Heckman, R.J., (2006). Talent management: A critical review. Human resource management review, 16(2), pp.139-154.

Profmax, (2015). Profmax Business Solutions.[Online]Available at: http://www.profmax.com/pbs/solutions/erp/human_resource_(hr)/human%20resource%20(hr).aspx[Accessed 20 08 2018].

Walters G.(2006),Effectiveness of a human resource function within a public utility, M.A

Bibliographical Reference:


Armstrong, P., (2014). Limits and possibilities for HRM in an age of management accountancy. New Perspectives On Human Resource Management op. cit. at, pp.154-166.

Dassler. Gary (2006). Framework for HRM

Comments

  1. UnknownSeptember 13, 2018 at 9:44 PM

    Pls stick to the topic, the article need improvement. Pls ref more academic literature and submit with proper in-text citations and referencing.

    ReplyDelete
    Replies
    1. YvonneSeptember 17, 2018 at 10:05 AM

      Sir, i have re-done the article, kindly provide your comment

      Delete
  2. UnknownOctober 11, 2018 at 8:20 AM

    Brief academic information, need improvement.
    Any way this is accepted.

    ReplyDelete

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