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.
Acquire or Develop Talent According to the text, if Tanglewood wants to achieve a full acquisition strategy then Tanglewood is going to have to acquire new talent. This seems to be the best strategy for Tanglewood because it is already evident judging from the case that there is an inconsistency in management styles between the original stores and the newly acquired stores. The argument for acquiring new talent is that new employees hit the ground running and are at their peak the moment they arrive. This is the kind of performance Tanglewood needs during and acquisition
I don’t think there is a need for 3rd party mediators or coaches. I believe they need a full time business manager who will alleviate the company’s growth, and as a result, the owners will change their perception of what Pay Zone has the potential to become in the long run. 2. Question: If they were to do this, what would be the most important type of new hire to get? I believe that they need to get a business manager first that can help the business grow by coming up with new ways to restructure the company.
By adapting this new strategy, RIM will not be limited in their recruiting process. Employing this strategy will also enable them to tap into the emerging markets that can help them gain a competitive edge. Not only that, but by focusing on recruiting talented employees globally, RIM will have pool of employees that are innovative, leaders, specialists and mission oriented people that will not only improve their R&D department but will also help the company move forward. Consequences of not implementing a Talent Management strategy: By not implementing this strategy, there is a good chance RIM will lose to competitors such as
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
Retention is also important due to the fact that a business would not want to lose these talented individuals since they have contributed greatly to the business. For example, Geoffrey is aiming to distribute his policies of rapid growth nationally in order to attract new staff. The current staff who are interested in working on accomplishing the goal would be retained as well. 2. Describe what you understand by strategic recruitment.
Companies that outline their people as their competitive advantage need a strong compensation system to attract and retain their workforce, and employing a team-based compensation strategy will aid in this. Firms that struggle with workforce productivity are going to fall behind
We would explain now what this structure and its efficiencies to enable Tesco for having the people they are looking for to reach the whole organization objective. Explanation of Tesco’s Recruitment and Selection Method:- Tesco has defiantly set a very efficient strategy when it set the objectives of its workforce planning. We see that it has maintained that capability to attract those candidates that would serve its future expansion by first dividing each organizational process requirement and hence put for each process its specification. Tesco also applied a popular and cost effective means of attracting applicant through, Website, Job center place or store boards and even has made each category with an application ways. The company divides the selection part into three parts, the screening and the assessment center and last the interview, which leave no gaps of not being able to assess the applicants from all aspects technicality and personality aspects of the posts available.
Strategic Growth and Logic in the Virgin Group Every company seeks to expand its services to enhance its chances of growing and becoming a force to reckon with in their area of expertise. As they move from one level of development to the next, they look at every area, which will grant them a chance to move form one level to the next. The company will always look for avenues through which they can synergize their activities for the benefit of their current portfolio. They look for an opportunity where the value and performance of the companies combined can be greater than the separate outfits. This value addition drives the companies to achieve their goals eventually.
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.