Approaches to Talent Management

This document discusses the various approaches to talent management using best practice model. It covers topics such as developing job descriptions, providing development opportunities, and the selection process. The focus is on effectively recruiting, hiring, and retaining high-quality employees.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
Explain the role of the Human resources function within an organisational..............................3
TASK 2............................................................................................................................................6
Examine the effectiveness of recruitment and selection strategies in an organisational setting.6
TASK 3............................................................................................................................................8
Analyse approaches to talent management using best practice model........................................8
TASK 4..........................................................................................................................................12
Examine and assess HR systems and processes in management of organisational performance
and achievement of objectives..................................................................................................12
CONCLUSION .............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Human resource management is concern with the hiring the deserving candidate so that
they can use their competencies skills and knowledge in order to enhance their productivity and
profitability with in the organisation. Employees are the important aspect for any business
enterprises as they run the whole operation with the consideration of achieving the organisational
goal(Sharma and Dhar, 2016). It is also responsible for employee engagement, employee
performance, salary, working hours of the employees so that employees can be retain in the
business for a longer period of time. Morrisons is the chosen organisation for this report, It is the
supermarket company in the United Kingdom and dealing in food and drinks, magazines,
clothing, books, CDs and DVDs. The company is founded by William Morrison in 1899 and
now it is the four largest chain of supermarket in the United Kingdom. Its headquarter is in
Bradford, West Yorkshire, England. This report will cover the role of the Human resources
function within an organisational and also explain the effectiveness of recruitment and selection
strategies in an organisational setting furthermore, It will analyse the approaches to talent
management using best practice model and Examine and assess HR systems and processes in
management of organisational performance and achievement of objectives.
TASK 1
Explain the role of the Human resources function within an organisational.
Human-Resources department is concern with recruiting and selecting the right candidate
by taking their various teats and interview in order to have the deserving candidate for the
particular job role. HR is also responsible for training and development of the employees so that
they can improve their weak areas in order to get the effective results in a specific job role and
also concern with the employee engagement, performance management in order to retain the
employees for a longer period of time and evaluate of the work performance of the employees
leads to have the reward for their best performance. In context of Morrisons, there are various
functions of the human-resources management which is explained as follows:
 Recruitment and selection: Recruitment is the process of hiring the potential candidate
for the specific job role who is having the required knowledge and skills so that they can

perform well in their assign work. Various sources of recruitment helps the company to
recruit the right candidate so that an organisation will able to maximise their productivity
and profitability. Selection is the process of conducting the various test and interviews so
that interviewer will able to examine the skills and competencies which are required for
the specific job role. It helps the HR to select the deserving candidate with the
consideration of performing various task with in the organisation. Human resources
manager of Morrisons is focusing on effective recruitment by using the internal and
external sources of recruitment so that right candidate can be chosen for the particular job
in order to gain the higher profitability and productivity with in the organisation.
 Training and development: It is the important function of the HR that plays an
important role in increasing the effectiveness of the workforce. Human resource manager
conduct various training and development sessions and seminars so that employees will
able to improve and work upon their weak areas in order to enhance their skills and
knowledge so that all the assigned task can be done in an most effective manner. Training
also help in knowing the areas of improvement that manger haver to focus on that areas
so that employees will able to learn new things with the consideration of completing the
various task in a systematic manner. In context of Morrisons, HR is conducting various
training sessions on the basis of knowing the areas of improvement so that employees
will able to learn the innovation and advance technique in order to complete the task in a
more effective manner.
 Employees engagement: Every organisation is doing their business with the help of their
employees as they are the backbone of he company that contribute in maximising the
profitability and productivity within the organisation so it is important that employee will
feel motivated in order to perform their task in an most effective manner so that company
can move towards growth(Schönsleben, 2016). Employees engagement is the method of
involving the subordinated in the major decision making process so that they can give
their valuable ideas in order to implement change in context to innovation and
advancement in the various operation. This helps in completing the various task in an
approached manner and also initiate the employees to develop their competencies in
order to generate the higher profitability. In context of Morrisons, HR manager must
focuses on employee engagement by inviting their valuable suggestions so that they will

feel motivated and perform their task in more approached manner and company will
move towards the growth and success.
 Performance management: It is important for every organisation to ensue proper
management of employees performance so that they can retain the business for a longer
period of time(Ostroff and Bowen, 2016). This is the practice of influencing the
employees for their better performance in order to achieve the organisational goal.
Human resource manager must focuses on the examine the performance of each
employees so that they company can give the fair remuneration to each employee in
order to increase the moral of the employees in order to increase their performance. In
context to Morrisons, HR must emphasis of the performance management of the
employees so that they will give their best in attaining the organisational goal. It will also
help in identifying the high performance working so that company will able to reward
them accordingly on the basis of their performance.
 Reward management: Every employee is working in an organisation with the
consideration of seeking higher salary and incentives so that they feel motivated in order
to achieve the organisational goal in an systematic manner (Nicholas and Steyn, 2017).
Reward management is the process of offering monetary and non-monetary rewards to
the deserving candidate on the basis of their performance so that employee will leads to
work in an more effective manner in achieving the organisational goal. In context to
Morrisons, It is necessary to have the reward management so that each employees will
able to get the deserving rewards in term of bonus, gifts or promotion so that they can
retain in the business for a longer period of time in order to attain the higher profitability
and productivity in an organisation.
TASK 2
Examine the effectiveness of recruitment and selection strategies in an organisational setting.
Recruitment is the process of seeking the right person for a specific job role who will
capable enough to perform the specific task in an systematic approach with the consideration of
achieving the desired goal(Maylor, Blackmon and Huemann, 2016). Morrisons is using the

internal and external sources of recruitment so that it will help the company to get the deserving
candidate and leads to save the cost, time and effort of the individual. There are two types of
approaches of recruitment which is discussed as follows:
Internal approaches of recruitment:
 Promotion- It is the source of recruitment in which candidate is being hired within the
organisation as It is the vertical shift of an individual from lower level to upper level so
that they can perform well in their specific job role.
Strength- The main benefits of promotion is to get the employees who is already known with the
terms and the condition of the company and they can work accordingly in order to contribute in
the overall success of the company.
Weakness- It resist the entry of young talent due to lack of employment opportunities within the
organisation which impact on the loss of the innovative ideas of the new employees.
 Transfer- It is that source of recruitment in which candidate is being shift from their
location to other local and it can be for the same job role as it is a horizontal shift of the
employees within the organisation (Maurino And et. al., 2017).
Strength- It helps the employees to gain the experience in the other field with new role and
responsibilities in the specific job role in order to increase their effectiveness at the workplace.
Weakness- It crease the problem to the employees to shift to the new job that quite create burden
to adjust in the new job.
 Employee referral- It is the type of sources in which the candidate in being hired by the
reference of the employees that is current working in an organisation so that the right
candidate with the consideration of achieving the profitability in the business.
Strength- It help the employees to be known with the organisational environmental as their
known have make them understand about the working of the company.
Weakness- When someone have approached for the other person, It leads to create the problem
among them and may be chances of misunderstand and conflicts in the workplace.
External approaches of recruitment-
 Educational Institution- It is a type of recruitment which candidate is being hired form
the collages and universities in order to hire the fresh talent.

Strength- This ensures the hiring of the young and fresh talent that will work in an more
effective ways in order to get the best output.
Weakness- Sometimes, It leads to get the new candidate who is not having any experience of
corporate culture.
 Job advertisement- In this method, an organisation publish their advertisement in the
newspaper and the magazines so that interested candidate can approach to the company
in an easier manner(Kerzner, 2019).
Strength- It helps in getting the large number of interested candidate out of which interviewer
can pick the skills and capable person who can perform the job in better way.
Weakness- Some times it become tough to find the potential candidate out of large population.
 Recruitment agencies- These are agencies which help in getting the deserving candidate
by choosing out of the pool of application that are interested in getting the specific job
role.
Strength- It helps the company to get the deserving candidate out of large number of interested
candidate so that they can perform well in their assigned task.
Weakness- It may leads to create the problem at the workplace as the company may not able to
find the deserving candidate and it will results in creating confusion at the workplace.
Selection is the process of conducting various test and interview so that right candidate
can be chosen fore the specific job role who must be associated with the required knowledge and
skills.
Approaches of selection-
1. Ability test-It is the process of testing the capability of the individual and also check the
basic knowledge of the candidate that must be required for the specific job role.
Strength- This will help in getting the right candidate according to the job requirement who will
having the required skills and knowledge.
Weakness- Sometimes, the test my get wrong and interviewer take the wrong decision while
taking the ability test. Personal interview- It is frequently used method used by the human-resources in the
selection process in which an individual get to know the personality and knowledge of
the individual.

Strength- This help the interviewer to take the better decision in selecting the right candidate by
judging their body language and verbal behaviour.
Weakness- It is a time consuming process that do not guarantee to get the effective candidate
foe the job role.
In context of Morrisons, Right approaches of recruitment and selection will help in
getting the deserving candidate who will perform their job in an effective and efficient manner
with the consideration of achieving the organizational goal. Company must use the job
advertisement so that interested candidate can apply in the job role and In context of selection
company must use the face to face interaction so that interviewer can judge the the verbal and
non-verbal behaviour of the individual.
TASK 3
Analyse approaches to talent management using best practice model.
Talent management is the process of analysing the performance of the employees and
retain the high-quality employees in order to develop their skills with the help of continuous
motivation so that they can perform well in their specific field(Homburg, Jozić and Kuehnl,
2017). It is the important practice of motivating the employees for their better working with the
consideration of achieving the organisational goal. It is the strategy of recruiting, hiring and
retaining the best employee in an organisation with the consideration of achieve the desired goal.
In context to Morrisons, there are various approaches of talent management which are describe
below:
 Developing job description: When the company is opening any job vacancy, It is
important to give the proper description of the specific job so that interested candidate
must be known about their duties and responsibilities and what they actually needs to
perform because this is the major factors that leads to ineffective talent management as
candidate is not aware the actual role they need to perform so it is the morale duty of the
Human resources to give right job description so that individual will able to get the job
according to their preferences and adjust themselves in order to work effectively(Hazen
And et. al., 2016). In context to Morrisons, HR must give the correct job description so
that interested candidate can seek for the right job.

 Provide Development Opportunities: Employees are the valuable resources of the
company as they run the overall business with the help of their skills and competencies in
order to generate higher revenue and profitability. It is duty of the concern manager to
give the various development opportunities to that they can growth in their career by
getting desired job in order to enhance and improve their productivity. In context to
Morrisons, there must be emphasis on providing the various employment opportunities so
that employees can get success in their career by getting deserving job.
 Selection process: when the human resource manager is taking the interview of the
candidate there may be chances that individual might get nervous and not able to give
their best at a point of time that will leads to hiring the non-deserving candidate with in
the organisation so It is important to refine their selection process in order to hire the
deserving candidate who is having the required skills and knowledge to work in an more
effective manner with the aim of attaining organisational goal. In context of Morrisons,
Human-Resources manager must emphasis on selecting the deserving candidate who is
having the sufficient skills and knowledge in order to perform well in their specific job
role so that company can move towards growth and success.
 Effective compensation: It is the main consideration of each employees to get the fair
salary so that they will feel motivated in order to achieve the organisational goal
(Harmon, 2019). There is legislation that each employees must be given the minimum
wages so that they can get the actual salary of their job role in order to sustain within the
organisation. In context to Morrisons, It is important to give the fair remuneration to each
employees so that they can work in most effective manner in order to attain their desired
goal. It also helps in getting the work done done in a easy approach and also influence
other candidate to seek for the job.
 Performance assessments: It is the best way of evaluating the employee performance of
the employees and how they can improve in a specific field so that they can perform
various task in an effective and efficient manner with the consideration of achieving the
organisational goal. This assessment is done by the top level management and taught the
employees that what are their weakness and strength in order to develop their skills. In
relation to this, model for performance management is describe as follows:
360-Degree Feedback

It is the multidimensional performance evaluation method that is used to analyse an
evaluate the performance of the individual in order to conduct their performance
assessment(Gaona and Pertile, 2019). In this model, all the information is being collected by the
feedbacks of the employee's circle which includes managers, peers, customers etc. It does not
eliminated the bias in performance only, it also help in knowing the clear understanding of the
individual capabilities. This method is having five components-
Self-appraisals: It is the process of self evaluation of the employee's performance as it
give the chance to look back at their performance and leads to know the strength and weakness
of an individuals.
Managerial reviews: In this point, the appraisal is done by the manager on the basis of
employees performance. It includes the individual ratings awarded by the supervisors as well as
the program done by the seniors so that they can perform well in order to achieve the
organisational goal.
Peer reviews: Co-worker are the best evaluator as they analyse the performance graph of
the individual throughout the journey(Doorley and Garcia, 2020). These peers helps in
determining the employees ability to work in a team or individually.
Subordinates appraising manager: Reportees tends to have the unique prospective in
evaluating the employees performance from the manager point of view. It helps the employees to
learn the new things.
Illustration 1: 360-Degree Feedback Program

Customer or client reviews: An individual is consuming the final products so they can
give the actual feedbacks about the products or the performance of the company.
It is analysed from the above discussion that talent management play a significant role in
the enhancement and the improvement of the employees performance so that they can retain
within the organisation for a longer period of time and give their best in attaining the
organisational gaol. It will help the Morrisons to retain their employees so that they will
contribute in the cacheing the higher profitability.
TASK 4
Examine and assess HR systems and processes in management of organisational performance
and achievement of objectives.
Human resources systems are the growing tends worldwide that is taking the bulk
administration work from the HR professionals so that various task related to the human
resources can be done in an approached manner(de Sousa Jabbour And et. al., 2018). It includes
payroll, applicants tracking, training and development of the employee and so on with the use of
different software in order to implement the digitalization in their operations. It helps in handling
the employees information and also boast the employees performance by keeping their accurate
record. Importance of human resource system is explained as follows:
 It helps in getting the more productive work in the HR department.
 It will be easy to access the employee information.
 It boast the employees performance.
 Frame better informed strategies and workforce planning decision.
 It leads to build the better interpersonal work relationships.
 It also help in getting employees feedbacks.
Various Human resource system is describe below:
BambooHR: It is the meant for small and medium size organisation and it is smart and
contemporary user interface that play an important role in managing the employees as it is user-
friendly platform that includes the basic spreadsheets that contains bulk of data in order to satisfy
the various needs(Burke and Morley, 2016).

Functions of BambooHR-
 It give accurate information to their users.
 It manage the applicant tracking system.
 It is User-friendly that required less supervision.
 It helps in managing employees performance.
SAP SuccessFactors:It is a complex cloud-based software that is meant for small
organisation. It enables users to access their data and can view recruiting data and updates in a
mobile way. It navigate interface and high functioning in order to operate the bulk data.
Functions of SAP SuccessFactors-
 It maintain the payroll of the employees.
 It helps in goal setting.
 It is a learning management tool.
 It also ensure performance reviews and feedbacks.
Natural HR: This is the software which is meant for all size of businesses as it is
multitasking that manage the expenses, assets, employees information and their
performance(Berry, Broadbent and Otley, 2016). They have the ability to track the real time data
that makes them more concise and analytically decision maker.
Functions of Natural HR-
 It manage time and attendance of the employees.
 It also manage various reports and analytics.
 It initiates customizable workflows.
 It also helps in recruitment process.
Workday's HRIS: This software is suitable for all type of business and industry and it
offers administrative tools for Human-Resources, financials, planning, payroll, analytics. It helps
the user to save the bulk data in an appropriate manner so that data can be further used in the
department.
Functions of Workday's HRIS:
 It initiates accounting and financials.
 It is best suited as audit tools.
 It helps in workforce management.
 It also perform talent management.

 Compensation and payroll.
Human resources planing process consist of various steps in order to retain the talented
employees and full fill the vacant post so that organisation can be run in an smooth manner in
order to attain the organisational goal. Various steps of human-resources process is explained as
follows:
 Determining the objectives of human resource planning: In first step, It is to be ensure
that right number of people must be there at the right place with the consideration of
specific job role.
 Analysing current manpower inventory: Then manager evaluate the current number of
employees working within the organisation so that they can further plan the number of
employees required(Baumgartner and Rauter, 2017).
 Forecasting Demand and Supply of Human-Resources: Then the manger have to
analyse the need of the potential employees in the future and the supply of resources
available.
 Analysing the Manpower Gaps: After determining the demand and supply then the
manager must analyse the manpower gap so that sufficient number of employees would
be there within the organisation.
Illustration 2: Human Resource planning process

 Employment plan: Then make the plan for hiring the employees by analysing the
employment gap and it includes transfers plan, promotion and recruitment of new
employees.
 Training and Development: After the planing, give the appropriate training to their
employees so that can develop their skills and knowledge in order to perform well in their
specific job role.
 Appraisal of Manpower planning: In the last step, manager must analyse the
performance of the employees so that they can be rewarded for their best performance in
order to enhance their efficiency.

CONCLUSION
It is concluded form the above report that human resource play an important role in the
success running of the business by hiring the potential candidate that will give their best in
attaining the organisational goal. Employees are the valuable resources of the company that
ensure timely accomplishment of various activities so that organisational can be attain in an
effective manner. There are various functions of the HR which includes recruitment and
selection, training and development, employees engagement and performance management so
that employees can retain within the organisation for a longer period of time and give their best
in attaining organisational goal. Furthermore, Recruitment and selection play an important role in
hiring the potential candidate so human resource must ensure to use the appropriate sources of
recruitment in order to get the deserving candidates. Interviewer must use the face-to-face
interaction so that they can judge the verbal and non-verbal behaviour of the candidate in order
to select the deserving candidate in order to perform various task in an more effective manner.
Company is using BambooHR and SAP SuccessFactors human resource system that helps in
completing the various task with the sue of digital platform and also help in doing various task in
an appropriate manner.

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