Management Strategy Assignment

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RESEARCH PROPOSAL FORM
Student NameRaghad zain abuodehStudent Pearson
Number
Centre NameLTUCCentre Number90929 – Amman
ProgrammerBusiness Administration
Unit6Submission Date29-4-2021
Teacher NameHadeel Abdallah
Proposed Title
What talent strategies do the best companies use to attract and retain people?
Section One: Title, objective, responsibilities (tittle ,aims , objectives ,scope and limitation)
title:how Development and Motivation and appreciation strategies do MacDonald company use to attract
and retain people?
Aims:The purpose of This research to realization how McDonald's attract and retain Talent people using talent
management strategy.
Objectives:
1-Define the strategies of attract and retain Talent people.
2-Define the link between(Development strategies and attract talents people).
3- Define the link between(Motivational strategies and retain talent people).
4-provide sounds recommendations for McDonald's company.
scope and limitation:
- Scope:
My topic in this study is about the talent strategies that the best companies use to attract and retain
individuals, and have been devoted to two specific strategies, namely the development strategy and the
motivation strategy, and I will not address or talk about any other strategy than these two strategies, and I have
also been devoted to my topic on the pitfalls sector and Specifically, McDonald's Restaurant, and I will not
speak and write about any sector, restaurant or other company other than McDonnells, and I will not get or
search for information other than McDonald's or other than the stimulus and development strategy.
- limitation:
The obstacles that I faced in this research are the process of collecting the primary and secondary data of the
company, and also due to the current situation Corona. By subscribing to his library electronically, she helped
me a little, and also the time was very tight, because it was almost two and a half months, but I passed this
period through time management and time management as well.
Section Two: Reasons for choosing this research project
The reason for choosing the first title is to specify because of the great importance of talent
management because it has become a basic thing in companies at the present time and also is one of
the important strategies that companies look to in order to develop and focus on it, and for this reason
I choose this title to not talk about talent management strategies, specifically from In terms of
attracting and retaining talented people, because employees at the present time are very important
and have a large role, and also exceed the company's energy, and also at the present time many
companies are investing in attracting talent and retaining them.
Section Three: Literature sources searched(introduction , previous studies)
*introduction:
- talent management:
according to Al Ariss, Cascico and Paauwe (2014); Collings and Mellahi (2009) and Tansley (2011), the topic of
talent management remains underdeveloped. A key limitation is the fact that talent management lacks a
consistent definition and clear conceptual boundaries. The term talent management can be defined as the
entire gamut of functions that an organization undertakes for the creation, integration and application of
talent. (Mohammad Amiri- October 2015). A study article titled, “Multiplier Effect of Talent Management
System” by Rivenbark Leigh, (2004). Author has opined that, the performance is product of ability and
motivation, which can be enhanced through talent management. The author has further stated that,
organizations having a talent management system in operation, view the growing of talent as an engine for
their growth.Leigh R (2004). Multiplier Effect of Talent Management System. HR Magazine 7(3).
-talent strategies:
CIPD’s research (2003) indicated that talent strategies are far more likely to be effective if senior
managers are actively involved.talent strategies talent management strategy is influenced by both
internal and external considerations including the structure of the organization and the institutional
context within which it resides. Organizational structures might include the creation of global matrices
or networks that replace traditional hierarchies and these are shaped by demographic and behavioral
changes of a workforce comprising multi-generational, mobile and information ‘accessed’ workers
(Turner and Kalman, 2014). there are diffrent types of stratages like attract and retain and many of
company’s use it for Attracting staff and retaining talented staff and every company use it in diffrent
way’s and that depends on company type section.
- attract / retain:
The key to attracting and retaining employees is not only the compensation package but other factors.
Employer Branding and Internal Customer satisfaction are two other variables which need focus on while trying
to discover and keep people in the organization(Anju Kumar- March 2016). Attracting and retaining highly
talented employees and to consolidate competitive advantage is an important issue for companies in all scales
around the world(Esra Alnıaçıka , Ümit Alnıaçıka , Serhat Eratb , Kültigin Akçinb- September 2014). may not be
sufficient to attract and retain high skilled employees nor lead to firm performance (Combs, Liu, Hall & Ketchen,
2006).
*The strategies that we will address in this study are(development - motivation and appreciation)and I will
cover the advantages and disadvantages of each strategy:
Development:It is the promotion of progress and growth, whether material, moral, or intellectual for
something or someone, and one of itsadvantages.Firstly,talent can be found faster (this means when it is
necessary and urgently needed for talent, and you do not have enough time to search for the best talent)
Secondly,saving money (In terms of salaries) andfinallythe employee has the ability to become a professional
and loyal to work, and with these advantages we can conclude that we can appoint three or two promising
professionals with the same salary (money) that the best-performing person gets. However, thedownsides of
this strategyare that the company will grow more slowly, and if we compare it with the best talent, then the
first employees lack knowledge, and this can lead to lower performance and also this strategy requires greater
investment in development.
- Motivation and appreciation:it is the means used by the administration to urge workers and encourage them
to increase production in one way or another, and to reach its rates and figures to what is planned, thus
pushing the production wheel forward towards achieving adequate productivity for the institution fromthe
positives of this strategyand from the positives of this strategy are validated. By keeping employees feeling
valued and important, and this strategy reduces the opportunity for employees to go to another place.
Previous studies:
1-(George Graen/ Miriam Grace-2015)
New Talent Strategy:Attract, Process, Educate, Empower, Engage and Retain the Best
*The target group is to attract and retain distinguished competencies to obtain the expected results
and the aim of this study is to provide an integrated model for work-life balance strategies, including
impacts Various policies and practices regarding the retention of talented employees, which can be the
basis for more information and his finding is to improve. The company's performance in the medium
and long term through analysis, planning and flexibility.
2-( Alnıaçıka , Alnıaçıka , Eratb , Akçinb -September 2014) Attracting Talented Employees to the Company: Do
We Need Different Employer Branding Strategies in Different Cultures?
*The target sample for talented employees and the main goal is to identify perceptual differences in relation to
the levels of importance of the different dimensions of the attractiveness of the employer in two different
cultures and the result of this study is to investigate national, cultural and gender differences because it
provides possibilities for human resource managers to understand the theoretical foundations of the
employer's brand and apply them in practice the operation.
3-( Hutchings*-De Cieri-Shea)EMPLOYEE ATTRACTION AND RETENTION IN THE AUSTRALIAN RESOURCES
SECTOR
*The target sample is high-skilled employees and the goal of this study is to explore human resource managers'
perceptions of how they work. Organizational practices and external contextual changes in industrial relations
and the results of this study organizations have implemented a set of "good" Hiring practices, while dealing
with employee concerns about skill shortages Turnover, aging of the workforce, and changes in legislation. We
define the need to Employers to pay greater attention to issues of diversity and work-life balance as well
Strategies are needed to increase the attractiveness of working in remote locations.
References:1-Al Ariss, A., Cascico, W. F., & Paauwe, J. (2014). Talent management: Current theories and
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