Business Case-Talent Acquisition Topic: Business Case-Talent Acquisition Presented by: YM Goals: Demonstrate the importance of putting more time, effort, and energy into the hiring process in an organization. Introduction: The following table has been created to offer key points to begin a good Talent Acquisition process. These points also provide general ideas about how organizations can save money and efforts at the same time. And with this information, the senior management team will learn about an effective and necessary process that must be taken in consideration to be able to increase revenues in long terms (not only in short terms), increase credibility (inside and outside the organization), as well as maintain legal compliances within the organization. Business Case-Talent Acquisition | HR-Talent Acquisition Team | GOALs | Effective Talent Acquisition | An effective talent acquisition must begin internally to be able to success externally.
The six stages involved in N.P.D will be talked about in this part, especially the Idea Screening process to show how L’Oreal’s new products can offer a clear benefit and prove itself acceptable in use. 1. Importance of developing new products for L’Oreal Driven by consumer demands and with the development of new technology, many companies have to bring some new products to the market, if they want to remain their competitive advantage and sustain the profitable growth. That is why new product development can become the most important business process. In this L’Oreal case, innovation is its driving force, in
1.4. Competitor analysis: Identify who are the nearest competitors and market leaders then benchmark performance. Which market segments do competitors target, compare brand identities and culture, pricing and sales structures, competitive response and financial strength. 1.5. PESTLE analysis: Evaluation of macro-economic factors which influence the market, evaluate future opportunities and threats.
2. How to develop a total compensation strategy. Step 1: Assess total compensation implications * Competitive dynamic Emphasize on how the organization plan to compete and survive in the industry. Therefore, the company should have the ability to cope with the turbulent competitive dynamic and focus on important factors in the environment today such as changing customer needs, competitors’ actions, changing in labor market conditions, changing laws and globalization. * Culture values The pay system mirrors the company’s image and reputation.
Discuss how expanding globally changed the talent requirements at Whirlpool. Whirlpool, while investing in their acquision of Maytag, was also building their global market share. In order to be successful, Whirlpool realizes that they had to invest in their employee’s competences and strengths, and to offer their employees the tools and resources to be successful. In order for the company to succeed, they need to have in place a good talent management program that included features that will enable them to attract, retain and develop talent to achieve their strategic objectives. According to Goldsmith and Carter (2010), those features are “ (a defining the type of leadership needed to be successful, (b) accessing the company current leadership competencies and talent to determine if there are gaps, (c) developing the necessary internal leadership
MEMO: Griswold Industries Performance Improvement Strategy I would like to take this opportunity to highlight some of the ways in which applying organizational behavior techniques will improve the overall performance of Griswold Industries. Specific observations and experiences within my organization have given me perspectives and ideas relating to the following areas. I will highlight ways in which we can improve performance as it relates to lost time and safety violations, productivity and employee satisfaction as well as a new dynamic organizational structure given the changes recent within the organization. These will all contribute to making Griswold Industries a more successful and profitable organization through this transition. First, I would like to address our current LTIR (Lost Time Injury & Illness Rate) and the steps to improve it.
This will in turn raise the standards of the new organization. According to Zatz (2011), it is recommended that the more dominant organization have a strategic plan mapped out to include communication among employees and customers, how the culture will be merged and employees that will be laid off. A SWOT (strengths, weaknesses, opportunities, and threats) analysis can be used to create this plan (Zatz, 2011). Impact of the Merger on the Culture of the New Organization Culture is a very critical part of the merger process. Though cultural conflicts are inevitable, cultural differences have to be put aside to ensure success of the new organization.
Maintaining Job Descriptions Examine the reasons why it is important to update and write new job descriptions. Writing and updating job descriptions is very important for the company and the soon to be nominee. It allows the candidates to decide if the skills they have match the position they are applying for. In reference to the employer, it helps them to get a clear picture of the ideal candidate and give their expectations to the candidate whom they are searching for. For companies that undergo growth, restructuring, downsizing and relocating, these are the things that cause changes within the company such as departmental changes, team changes, and the company’s business priorities change.
Introduction For any organization and or company to function effectively, it is imperative that the correct types of people are recruited. It goes without saying that Leaders and Managers play a pivotal role in steering the company to the right direction. After all, why would one start a business if they are not intending to grow their business to make capital? Equally important is the ability to train current workforce so that they add value to the company. Not only is the company concerned leaders and managers, but effective teams need to be put together to implement strategies beneficial to the company.
I want to execute the training bond program because the incentives associated with it are universal and include increasing one’s earning potential and acquiring additional skills and abilities that are attractive to any organization. Training and development are important factors that would help me develop talent, motivation, and leadership skills that will contribute to a successful personal and professional career. Training bond is an important factor to the success of any organization. As an employee I would like to be a valuable asset that will add to the success of the company and I want to execute the training bond because I believe it will help me achieve that. Training bond supports and makes possible the development of new skills and knowledge.