The Relationship Between Talent Management and Organizational Performance
Added on 2019-10-31
18 Pages4741 Words207 Views
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Running head: MANAGING GLOBAL TALENTManaging Global TalentName of the Student:Name of the University:Author note:
1MANAGING GLOBAL TALENTTable of ContentsIntroduction and context............................................................................................................2Research Problems.................................................................................................................2Research Questions and Objectives.......................................................................................2Literature Review.......................................................................................................................3Investigative Approach and Methods.........................................................................................6Ethical issues..............................................................................................................................9Time Plan and Resources.........................................................................................................10Conclusion................................................................................................................................12References................................................................................................................................14Bibliography.............................................................................................................................15Appendix..................................................................................................................................18
2MANAGING GLOBAL TALENTIntroduction and contextHuman resource executives and managers of any organization have alwaysemphasized on the fundamental need of talent management program for the enterprise. Talentmanagement plan or program includes retaining, acquiring or hiring talented employees orassociates. To reach the optimum success level, organizational leaders require high engagingas well as high performing workers (Stone 2013). It is very important to associate the talentmanagement program, along with the company’s strategies, its policies, functional areas andleadership criteria as well. It is highly responsible for crafting the employee benefits,development, training, recruitment, rewarding as well as performance appraisals (Ashleigh,Higgs and Dulewicz 2012).Research ProblemsThe report throws light on the need for managing global talent, developing policiesand procedures for recruitment and selection at Rohde & Schwarz, while keeping underconsideration the organizational strategies and objectives. The study adopts a qualitativeapproach of research and the dependent, independent and control variables are used as thebasic sample for the collection of data. Moreover, semi structured interviews, reflectiveresearch and focus groups are used for capturing the experiences’ ranges as well asperceptions. The data is presented after complete analysis in the narrative format and theidentification of key themes is done using the thematic analysis. Evidences are presentedfrom authentic sources which further discusses about the Human Resource policies of thecompany. Therefore, it can be said that the factors are clearly identified and discussed in thestudy.
3MANAGING GLOBAL TALENTResearch Questions and ObjectivesThe report highlights consists of literature review, data collection methods,investigative approach and methods, ethical issues, time plan and resources;To investigate the background of the organization, its management and policies.To discuss in detail the Human resource management and talent management policiesof the company.To identify the ways for creating business values and managing the workforcestrategically.To focus on several initiatives like acquisitions and mergers, planning of succession,talent management, industrial relations, inclusion, labor relations and diversity andidentify their effects. To provide with various recommendations on the present performance of thecompany and the steps it needs to undertake for further improvement. Literature ReviewHuman Resource Management, often abbreviated as, HRM, refers to the managementof the human resources. It is basically designed by the department of Human Resource, formaximizing the performance of the workers in accordance with the company’s strategicobjectives and goals. Its major objectives are managing the employees of the companies, byfocusing on their policies as well as systems. It is highly responsible for designing thecompany’s recruitment, employee benefits, development, rewarding, performance appraisalsand training. In simpler words, human resource management is responsible for providing theassociates with better and safer working conditions (Downs and Swailes 2013).Rohde & Schwarz Asia is a subsidiary of Rohde & Schwarz GmbH and is establishedas the region hub in Asian region. The company has earned global acclamation for its health
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