Problem Solving and Decision Making in Talent Management

This document discusses the problems faced in talent management, including ineffective salary structure and work culture. It explores alternative solutions such as motivation approaches and feedback systems. The document also covers decision making techniques and a plan for implementing the solutions. The importance of communicating the plan to stakeholders and monitoring and reviewing the progress is highlighted. The conclusion provides a summary of the findings.

PROBLRM SOLVING AND
DECISION MAKER

Table of Contents
INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
1. Work place problems.................................................................................................................3
2. Analysis of problem...............................................................................................................4
3. Alternative solutions to problem................................................................................................6
Decision making technique to deal with talent management issue....................................................7
Plan for implementing the solution....................................................................................................8
Communicate plan to stakeholder......................................................................................................9
Monitoring and review technique....................................................................................................11
CONCLUSION...................................................................................................................................11
REFERENCES....................................................................................................................................12

INTRODUCTION
Talent management has been the huge problem as it reflects to high employee
turnover in organisation. Talent management affect sustainability to employees in company.
MAIN BODY
1. Work place problems
Talent management issues also reflect to ineffective salary structure of company.
Talent management issues are also influenced with the ineffective work culture of the
company.
Impacts of talent management issue

Low employee satisfaction rate also restricts the productivity of employees from
operational functions that also reduces organisation profitability. Issues related to talent
management negatively affect every aspect of the company as it reduces efficiencies of all
functional activities.
2. Analysis of problem

Organisations face problems in managing talent in company in the absence of
effective employee grievance centre in company. Catering amenities as a part of the
employment opportunity is also a key approach to manage talent in organisation. In many
cases due to inefficient amenities and luxury facilities company face the problem related to
talent management in company (Marinova and Klishevich, 2018). Due to lack of amenities
and facilities many employees ended up leaving the organisation. Discrimination at work
place is also the key reason behind the high employee turnover rate at the organisation.
Discrimination at work place create unethical working environment. Discrimination directly
influences the culture of the organisation. Discrimination at work place related to any aspects
resulted into dimotivated work force in company and also the negative culture of the
company. It can be analysed that ineffective work culture and unethical employment
conditions are among the key reasons behind the organisation facing challenges like talent
management issue.

3. Alternative solutions to problem
In order to deal with high work pressure motivation play key role. Company can use
effective motivation approaches like content and process theories to improve the employee
motivation rate (McGuire and et.al., 2018). With the support of content and process theory of
employee Motivation Company can also cater effective bonus and performance based
incentives to employees. Taking feedbacks from employee is also an effective approach to

improve the employee satisfaction. With the support of feedbacks company will understand
about all needs and demands of employees which will drive company in addressing different
issues attached with talent management.
Decision making technique to deal with talent management issue
After conducting all the above steps a proper task force can be formed to deal with the
issues identified in talent management. All the above analysis will not just guide the

management about the issues involved in talent management but also about the possible
solutions available for the management of talents in company. In the end company will also
revise the process of taking feedbacks over the steps taken by company in order to deal with
specific employee problems. This is the crucial step involve in the talent management
technique. It will guide company for making possible changes in the proposed solutions of
talent management for future development (Naim and Lenka, 2017). Marks and Spencer
Company can also conduct employee grievance centre in the company. Employee grievance
centre is also an appropriate solution for dealing with the issues involved in talent
management. Among all issues associated with the talent management dissatisfaction from
the work culture and working environment due to some issues are the major issues involved
in talent management. With the support of employee grievance centre all employees of the
company will be able to report the issues and this centre will support employees in solving
the issue.
Plan for implementing the solution
Current situation
All issues of employees are dealing by the human resource management department
of the company. Human resource management report employee issues and also take measures
to solve all employee problems. Employee in Marks and Spencer Company are also
unsatisfied with the grievance dealing process as it takes time to deal with employee issues in
company.

Transition
Company can form a task force to understand the needs and demands of the
employees associated with the company. Task force will consist up the senior employees of
company. Formation of employee grievance centre (Rathore, 2018). This centre will deal all
issues of employees. Employee will be able to report the issues any time to the employee
grievance centre. Centre will provide regular feedbacks to employees on the development
over solving the issue. Within the stipulated time frame grievance centre will solve issues of
employees. This is an effective approach to deal with the issue of talent management in
company.
Future situation
Due to both the techniques company will be able to improve the outcomes of the
talent management process. Company will achieve better employee satisfaction rate. It will
also reduce the employee turnover rate as it will increase the sustainability of employees in
company (Sadeinia and et.al., 2019). It will also improve the work efficiency of employees.
More effective organisation culture will be served to employees due to both the steps in
future.
Communicate plan to stakeholder

With the support of ADKAR Model company will communicate the change to all
stakeholders associated with the Marks and Spencer.
Awareness
Company will make all stakeholders aware in respect to organisation implementing
the change to deal with the talent management issue.
Desire
Company will project that the change will support company in dealing with the talent
management issues.
Knowledge
Company will convey all the needs behind introducing the change to all stakeholders
of company (Thunnissen and Gallardo-Gallardo, 2017). This is an effective aspects involved
in the model which supports company in dealing with the stakeholders in regards to
introducing change in company.

Monitoring and review technique
CONCLUSION

REFERENCES
Books and Journals
Marinova, S. and Klishevich, D., 2018. Argentina: Learning to Tango with Talent
Management. In Talent Management in Global Organizations (pp. 299-319).
Palgrave Macmillan, Cham.
McGuire, D. and et.al., 2018. Talent development in the United Kingdom. In Global Issues
and Talent Development: Perspectives from Countries Around the World (pp. 9-24).
Information Age Publishing.
Naim, M. F. and Lenka, U., 2017. Talent management: a burgeoning strategic focus in Indian
IT industry. Industrial and Commercial Training.
Rathore, P., 2018. Impact of talent management practices on employees productivity of
selected luxury hotels in Rajasthan an empirical analysis.
Sadeinia, N. and et.al., 2019. Meta Synthesis and Fuzzy Interpretive Structural Modeling of
Talent Supply Chain Management in National Iranian Oil Company. Human
Resource Management in The Oil Industry. 10(39). pp.29-62.
Thunnissen, M. and Gallardo-Gallardo, E., 2017. Mapping the Field II: An Overview of Main
Topics Studied in TM Empirical Research', Talent Management in Practice.