Effective Talent Management Strategies for Successful Organizations

Effective talent
management strategies for
successful organisation

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
Research topic.............................................................................................................................1
Research aims and objectives......................................................................................................1
Rationale for research.................................................................................................................1
Research questions......................................................................................................................2
Literature review.........................................................................................................................2
Research methodology.....................................................................................................................3
DATA ANALYSIS AND INTERPRETATION.............................................................................5
Recommendation...........................................................................................................................14
Reflection.......................................................................................................................................14
Conclusion.....................................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Talent management is a constant process that involves attracting and retaining high
quality employees, developing their skills and continuously motivating them to improve their
performance. The primary purpose of talent management is to create a motivated workforce with
the company in the long run. There are different strategies that is used by business in terms of
effective talent management such as detailed job description in which a well-informed detailed
job description helps the source, the sourcing software, and the candidate understand the job role
better. Generic job descriptions only serve to confuse all parties involved in the talent acquisition
process and lead to a wave of irrelevant applications. An employee that does not fit into the
organization culture can neither be the happiest employee nor the most sustainability productive
one, hiring candidate with the right fit thus greatly improves the chances of better employee
engagement, higher employee satisfaction, and usually better performance. The report below is
based on Arco ltd that is the wholesale business of protective equipment and also supply
assortment of clothing and workplace safety related products and services. The report below
consists of literature review, methodology, data collection, data analysis and interpretation along
with research outcomes, reflection and recommendation.
Research topic
“Effective Talent Management strategies for successful organizations”.
Research aims and objectives
Aim: “Effective Talent Management strategies for successful organizations”. A case study
on Arco ltd.
Objectives:
 Role of effective talent management strategy in business operation
 Implementation techniques for the strategies
 Benefits of the strategies on the organizational performance
Rationale for research
The reason behind the conduction of this research is to attain a collaborate efforts in which
employee involvement and its participation within the business is processed with adequateness.
In this essential strategies are implemented within the business as per concern of talent
management and under this effectual culture such as coaching, mentoring and collaboration is
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attained with perfection and in timely frame. It is always being required that employee get
reward and recognize as it induce direct level of motivation, engagement and management of
employees. For this ability of an organisation to retain and attract its potential employees get
enhanced through which capability to achieve long term goals and objectives is processed within
timely manner,
Research questions
 What is the impact of effective talent management strategy in the organizational
operation?
 What are the implementation techniques for the strategies?
 How is the workforce planning of the company affected during Covid-19?
Literature review
What is the impact of effective talent management strategy in the organizational operation?
As per viewpoint of Mona Momtazian, 2020, talent management is possibly enhancing the
working performance and its productiveness through which ability to enhance working
credibility is advanced in moderate basis. In this systematic changes are induced as per concern
of identification, development, attraction, retention and engagement level of employees as with
this potential to attain and achieve standardised objectives is perceived with better suitability. For
this ability to attract top and skilled employees is designed strategically under which effectual
contribution is perceived that turns to motivate and enhance employee working performance with
effectiveness. It also aids to induce continuous level of advancement within role performance
through which specialised operations get performed with perfection. In this employee
performance and productivity is increases that engage and advance employee performance in
improvised manner. It induces a systematic approach as with this consistent advancement within
skills and knowledge is perceived in adequate manner. It is also being related with talent
acquisition, learning and development, performance management, succession planning and
control, retaining and transitioning in sustained mode.
What are the implementation techniques for the strategies?
According to the viewpoint of Karim Ansari, 2021, management of an organisation ensure
to develop and design effectual strategies through which working potential and its capability
both get advanced in timely frame. In this job description is analysed which is an essential
process to define working relationship, salary, benefits, necessary skills and abilities through
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which it is easy for employee to get connect with the ongoing circumstances of business. The
management learn to become coach as with this effectual engagement and sustained learning is
perceived through which consistent feedback and sustained improvements is progressed
effectively. In addition to this HR also offer continuous training and development as with this
required opportunity is developing that assist the worker to improvise working credibility and its
proficiency in improvise manner. The employee gets adequate recognition and reward and it is in
form of better appreciation that is provided as per sort of working standards. To cultivate the
honest pathway is another goal that provide career pathway through which career advancement
and its attraction both improvised in better way.
How is the workforce planning of the company affected during Covid-19?
According to the viewpoint of Jackie Wiles, 2020, COVID 19 induce negative impact over
workplace as in this there is a change within working place through which varied challenges is
faced by HR in agile of planning approach. For this continuous reshaping and evaluation is
concerned through which skills advancement and its learning capability is increases with
effectiveness. For this workforce planning and future credibility both managed as per concern of
fuelled with relation to technology and market analysis. The remote working is processed
through which productivity and flexible working is achieved along with cost saving that
developed effectual opportunity while advancing growth and development. HR get targeted the
clustered skills as with this job role and its responsibility is capture with better assessment. In
this contingent workforce is developed under which working gap is filled in better way and with
this critical competence is improvised as with better capability.
Research methodology
Research methodology: This segment of methodology is divided into two categories:
qualitative and quantitative. Quantitative analysis can be used because it provides information in
a numerical manner that does not entail additional support from the researcher. Since qualitative
research provides qualitative evidence which takes the most time, it is not used throughout this
investigation. Sources of information: Main and secondary data sources are the two types of data
sources. The primary source of data provides first-hand information on the subject. Synthesis,
study, assessment, and interpretation of primary sources are all examples of secondary sources.
As a result, all types of data sources can be used to capture information.
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Data analysis methods include questionnaires, observations, interviews, task groups, and focus
studies, among others. This are the most common data collection tools, but a questionnaire is
used to gather knowledge about talent management. The main reason for using this instrument is
that it assists researchers in collecting accurate and reliable data. In comparison to other
approaches, questionnaires require the least amount of time and money. Analyse the data
Coding, material analysis, pattern analysis, and typologies are only a few examples of analytical
techniques. This are the primary techniques for analysing data in the field of analysis. Content
analysis will be used in this case since it will be feasible.
Cost, accessibility, and ethical concerns: In order to perform analysis, investigators must rely on
certain considerations in order to achieve the desired results. The investigator would need ample
funds to conduct this research in a comprehensive manner. Since it assists them in doing
successful primary and secondary research. In addition, the prosecutor maintains advance access
to a limited number of sources or materials. As it will be useful for them to completion inquiry in
systemic manner. Despite this, a variety of ethical practices, such as honesty, confidentiality, and
informed consent, are practiced by researchers to ensure that the analysis is completed
successfully.
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