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Talent Management at The Salford City Council

   

Added on  2020-04-13

12 Pages3082 Words104 Views
Running head: ATTRACTING, RECRUITING AND RETAINING TALENTSTalent Management at The Salford City CouncilName of the Student:Name of the University:Author Note:

1ATTRACTING, RECRUITING AND RETAINING TALENTSAttracting of talents can be defined as the process of obtaining prospective candidatesto interview for job posts. Recruitment is defined as the process of attracting, selecting andappointing appropriate human resources to work for organisations. Retention refers to thecapability of organisations to retain their employees using methods like promotions in orderto benefit from them for a longer period. The essay would deal with the human resourcedevelopment theory in relation to attracting, recruiting and retaining talents by SalfordCity Council, the United Kingdom and take lessons from three British organisations namely,Unilever, Barclays and the National Health Services. The human resource development(HRD) theory deals with attracting, recruitment and retaining talents. This is becausemanagement of human resources are of utmost importance to organisations because theyensure continuous execution of operations. Salford City Council is the local governingauthority of the City of Salford, Greater Manchester, England. The body is responsible forarrangement of civic amenities like health and education within its jurisdiction. The Mayorheads the Salford Council and ruling party is the Labour Party of Britain (salford.gov.uk2017).Salford City Council should implement its project of attracting, recruiting andretaining talents of all ages by forming human resource strategies based on the Britishmultinational organisations like Unilever, Barclays and National Health Services. Thegovernment can adopt several strategies to acquire and retain human resource of all ages.The first strategy, which Salford City Council can implement to attract talents of allages, is by forming a promotion of its brand as an employer of choice. The global companieslike Unilever and Barclays attract employees using their international brand equity, which actas signs of job security for prospective employees. Their job advertisements contain the jobdescription in detail, which allows the candidates to judge whether they should join thesecompanies, or not (Tavassoli, Sorescu and Chandy 2014). The job description has clear

2ATTRACTING, RECRUITING AND RETAINING TALENTSmention about the job responsibilities, eligibility criteria, particular area of experiencecandidates should have, the expectations of the companies from the employees and an ideaabout compensation packages. This detailed description allows the companies to create atransparent and employee friendly image of itself among the prospective candidates. TheSalford City Council is a government body, which gets continuous funding from theGovernment of England. It vision is to transform Salford as a great work place which wouldencourage talent and diversity management. The Council envisions promoting healthyemployee cultures to ensure that employees work with respect, pride and responsibility. Thus,the Council can form strategies to promote its vision and mission to attract employees fromdiverse industries of all ages (Khan and Naseem 2014).The second strategy of the Salford Council should aim to recruit employees of diverseages. The body must form a recruitment strategy, which should applicable in all thedepartments throughout the organisation. The recruitment stage should follow the employerbrand strategies to attract talents by creating desire in them to apply for jobs in the council.The government body can base its HRD policies on the integrated talent managementsolutions model, which integrates the recruitment with the business needs, visions andmissions of the organisations. The body should conduct job descriptions, applicantrecognition, scrutiny of their backgrounds and health checkups before hiring them (Tajuddin,Ali and Kamaruddin 2015). The human resource department should mention the jobdescription while recruiting employees. The interview questions should be framed accordingto the job descriptions and the position for which the candidates are being interviewed. Theinterview process should be designed to assess the real level of knowledge and experiencelevel of the candidates. The body should scrutinise to gain knowledge about the realbackground of the employees (Dries 2013). Thus, the recruitment process should ensure the

3ATTRACTING, RECRUITING AND RETAINING TALENTSpractice of human resource development is aligned to the integrated talent managementsolution model.The third strategy, which Salford City Council should adopt, is to retain itsemployees. The body should retain its employees by facilitating appraisals and promotions.An analysis of the human resource planning of the National Health Services shows that thenon profit making government body prepare succession plans for its employees by taking intoaccount the future vacancies and retirements. The organisation conducts leadershipdevelopment training and mentoring as integral part of the succession plans (porthosp.nhs.uk2017). These succession plans and appraisals create job satisfaction among the employees,which would help the Salford City Council to retain these employees. The body must followuniform retention policies in all the departments to ensure equable career developmentopportunities to the employees (oracle.com 2017).The Salford City Council can take into account two different practices to obtainhighly talented human resources of diverse age groups. They are training developmentprogrammes comprising of in-house training and coaching by line managers. According toa survey by the Chartered Institute of Personnel and Development (CIPD), these twopractices are the most prevalent in the United Kingdom (cipd.co.uk 2017). The first approach to talent induction and retention, which Salford City Council canadopt, is in-house training. The concept of in-house training refers to training of employeeswithin the company premises in training rooms where a trainer provides them withknowledge they would require to carry on their job responsibilities. The Salford City canapply this method in all the departments to inculcate the necessary skills the newly hiredemployees would require to work or receive on job training under a line managersuccessfully. The method of in house training has advantages for both the organisation and

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