Talent Management: Executive Summary
Added on 2021-07-09
25 Pages4381 Words170 Views
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Contents1.0Introduction.....................................................................................................................................41.1 Company Overview...........................................................................................................................41.2 Statement of the problem...................................................................................................................51.3 Research Aim....................................................................................................................................51.4 Research Objectives..........................................................................................................................51.5 Research Questions............................................................................................................................52.0 Literature Review..................................................................................................................................63.0 Research Methodology..........................................................................................................................73.1 Research Philosophy..........................................................................................................................73.2 Research Approach............................................................................................................................73.3 Qualitative Vs. Quantitative Research...............................................................................................83.4 Primary Vs. Secondary Research.......................................................................................................83.5 Sampling and Population...................................................................................................................83.6 Timeline............................................................................................................................................94.0 Data Analysis and Findings...................................................................................................................95.0 Discussion...........................................................................................................................................156.0 Conclusion...........................................................................................................................................167.0 Recommendations...............................................................................................................................168.0 Research Limitations...........................................................................................................................169.0 Communicating research Outcomes....................................................................................................1710.0 Reflection..........................................................................................................................................2310.1 Recommendations for alternate research.......................................................................................2411.0 References.........................................................................................................................................2412.0 Appendix............................................................................................................................................25
Executive SummaryThe term "talent management" refers to more than just human capital. It also hires, oversees,creates, and maintains the finest and brightest workers in the industry. Talent management is anessential aspect of the business strategy when it deals with one of its most precious assets, itsworkforce. To better plan, organize, and prepare for corporate objectives, management must treatpersonnel and the workforce with effective resource management.Several HR projects can solvemore complex and significant problems, resulting in a more detailed and predictableperformance. In this regard, employers and administrators should focus on managing talentmanagement in the workplace to ensure that there are no holes that could undermine theworkforce's productivity and performance. As a result, businesses are putting a greater emphasison talent acquisition to ensure a healthier workplace environment.This paper will evaluate thetalent acquisition practices and approaches used by “Davison Canners” to improve employees’capabilities and productivity, resulting in improved organisational success.
1.0Introduction Talent management refers to an organization's commitment to attracting, training, maintaining,and cultivating the best and brightest employees available. Talent acquisition is an appropriateterm to use when describing an organization's approach to hiring, managing, developing, andretaining skilled employees (Miśra, 2013). It encompasses all job processes and structuresinvolved in sustaining and developing a high-performing workforce. Organizations expect toretain their most innovative and professional employees by adopting a talent managementstrategy. Like the stated management program, employee commitment or employee recognitionwould ensure the recruiting of top talent.The Davison family raised and picked their first harvestof Irish Bramley apples about 40 years ago. The company has expanded into one of the UK's topsuppliers of specialty fruit, fruit compotes, preserves, and bakery fillings. Over 120 acres oforchards and brand new grade AA BRC certified factory operations on site. Talent retention (andrecruitment), learning and growth, organizational principles and vision, performanceimprovement, job paths, and succession planning are all aspects of Davison Canners' talentmanagement(What is Talent Management and Why is It Important? | Expert360, 2021). Whilethere are several talent management styles, the elements of talent management elements:preparing, recruiting, creating, maintaining, and transitioning. This paper will determine thetalent acquisition practices and approaches used by Davison Canners to improve employees’capabilities and productivity, resulting in improved organisational success.1.1 Company Overview Davison Canners Limited is a live business that was established on April 19, 1978. DAVISONCANNERS LIMITED is a long-standing Private Company that has been in business for 43years. According to the most recent confirmation statement sent on November 18, 2020, thereare seven working supervisors and one active assistant. The field in which they operate is theGrowing of pome fruits and stone fruits, with the SIC code 01240. Their registered office is inthe CRAIGAVON town of PORTADOWN. The United Kingdom is their legitimate registrycountry. Private Limited Companies are expected to file financial statements every month, andtheir most recent series of financial statements were filed on April 30, 2020.
DAVISON CANNERS LIMITED is the next company to register for 2021 and is expected onJanuary 31, 2022. Their role at Companies House is Effective, indicating that they are mostlikely in the industry. NI012712 is a unique business number. A Private Limited Company is thelegal structure.1.2 Statement of the problemThe fundamental activity of the HR department of Davison Canners is Talent Management. Thatis why this paper will define the talent acquirement practices and approaches used by DavisonCanners to advance employees’ competencies and productivity, ensuing improved organisationalsuccess.1.3 Research AimTo determine the strategies of talent management implemented in Davison Canners and thetechniques used to boost employee skills and efficiency, resulting in organisational performance.1.4 Research Objectives The study's primary objective is to observe talent management strategies in small and mediumenterprises like Davison Canners and identify the impact of the strategic choice on theorganization's performance. Other objectives of the study are stated as follows. To determine the importance of talent management on the effectiveness of theorganizationTo identify a definite role of talent management strategies in organizational performance.To investigate the link among talent management, employee retention rate, attractions,individual engagement.1.5 Research Questions 1.What are the strategies adopted to manage the workforce talent in Davison Canners?2.What tools and techniques are used to develop employee efficiency, performance, andindividual growth?3.How strategic choices for talent management impacts organizational performance?
2.0 Literature ReviewThe concept "talent management" is not just a generic human resource buzzword. It is alsodedicated to hiring, managing, developing, and retaining the industry's best and brightestworkers. Indeed, talent acquisition is essential to a company's corporate plan because it controlsone of its most precious assets: its employees (Sen, 2019). That is why, to attract staff,businesses should make an effort to handle them efficiently and assist them in improving theirexpertise and capabilities. Here are some of the reasons why businesses should put money intotalent acquisition. Talent management procedure to boost up employee skills and efficiencyresulting in organisational performance are the following components-Attracting the best candidates- Getting a comprehensive talent acquisition policy inPlace helps companies recruit the finest and brightest workers(Pollitt, 2010). It helps tobuild an employer identity that can retain new employees, increasing the organization'scorporate success and results.Employee morale is essential- Strategic workforce retention supports companies withkeeping their staff engaged, which gives them additional opportunities to remain in thebusiness and accomplish their assignments. According to Chandler and Macleod's report,91 percent of workers said they needed more than just money to feel committed andinspired(Taylor and Lee, 2019).Kept at constant position coverage- Talent recruitment provides organizations with thetools they need to prepare and discuss the critical and increasingly skilled positions in theworkforce to their workers(Tyson and Smith, 2006). This means the corporation wouldhave a steady supply of workers to fill vital positions, allowing enterprises to operatesmoothly and avoid increased pressure for others, leading to fatigue.Improve staff morale- Companies will determine which staff are better suited for the jobwith talent management, which will result in fewer performance management problemsand complaints. This will also ensure that the best talent inside the organization ismaintained.Committed personnel- Talent acquisition helps organizations make precise andsystematic decisions on workforce growth, ensuring workers' skills and development(Miśra, 2013). Moreover, workers can be more interested in a fair growth procedure thathelps increase retention rates, enabling businesses to fulfill their organizational needs.
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