An Approach to Talent Management

This article discusses Hong Kong Broadband Network Limited's (HKBN) talent acquisition, management, deployment, and retention strategies. It highlights the importance of empowering employees and retaining them through extrinsic and intrinsic methods. The article also covers the initiatives taken by HR and the future talent strategy of the company.

Running head: AN APPROACH TO TALENT MANAGEMENT
AN APPROACH TO TALENT MANAGEMENT
Name of the Student
Name of the University
Author Note

1AN APPROACH TO TALENT MANAGEMENT
HNBN’s Talent Acquisition strategy
Every organization wants to make a talent pool for their company so that efficient
employees’ are not lagging down. Large companies have their own business development
manager and the manager is taking care of that. However, the empowerment in the centralized
system and talent acquisition for the company is the main reason behind their traditional
improvement in the market. As mentioned in the case study, Hong Kong Broadband Network
Limited (HKBN) was the second largest IPO in Asia(Hkbn.net, 2018). So, they need to maintain
a network that enhances their capability and provide service to all other people who are existed
as their customers (Al Ariss, Cascio&Paauwe, 2014). Talented peoples are required for that
reason so that business acceleration will enhance in a right manner.
As per the career development series, they introduce multi-faceted talent learning and
development program, an intricate learning program for employees to motivate them all the
possible direction. This kind of talent benefit helps employees to understand their job role and
prepare them for future perspectives. In case of external education, 30% of monthly salary
offers as subsidy and this offers only for educational purpose. Company wants a certain level of
education for their employees and when they try to achieve that company stand with them
(Gallardo-Gallardo et al., 2015). Overseas experimental opportunities are another talent benefit
that can initiate the development of foreign employees who left their nation and for the service of
HKBN. There are 20 departments also where one-year management training program has
been initiated and on this particular product, promotions of their latest services are delivered at
thestreet. The experimental learning curve and enhancement of teamworkis the basic idea of
that company so they are selecting their employees by meeting some particular ideas and
concepts (Morris, Snell&Björkman,2016). “Better Life South Africa 2013” or “happiness – In

2AN APPROACH TO TALENT MANAGEMENT
Search of Happiness 2012” or “Paint Our Dream Cambodia 2011” all these are kind of
exhibit trip that was organized by the company for the existing and new talent acquisition and
showcase their employees that company thinks about their preferences and feelings.
HKBN’s Talent Management and Deployment plan
In case oftalent management in HKBN, arotational program of employees to showcase
their talent is the most important section. Potential challenges and setting a power bar is the
important issue in that section. Through the successful pipeline of Employees’ Program Chain,
thecompany wants to put the right man in the right place and for that reason, top management
qualities must sustain that process. Education partnership fun is another deployment plan that
encourages employees to do better education at that time and 80% of the tuition fees are
provided as asubsidy(Hkbn.net, 2018). Increase in productivity and making empowerment in
the company, talent acquisition and deliver right people at the right place is the most exciting
setting the company can establish in their segments so that inspiration from the other levels of
the company can sustain. There are certain risks taking situation or conflictssituation when
employees’ are not delivering for the company creating an issue in corporate section (Karatop,
Kubat&Uygun2015). Level of key performance indicator focused on that matter. Development
of business or their service extension is the key perspective that HKBN wants to meet their
success rate. In that situation, the company is trying to do their best to control entire talent but
there are some risk factors that curb the situation. In case of long-term managerial decision,
sometimes this becomes tough for the employees to deal with. However, In case better working
hours and powering talent is essential for employees. Re-evaluation process after the joining, is
consider as the most important process of HKBN and as they are tried to make individual
enhancement and maintain strength for each employee.

3AN APPROACH TO TALENT MANAGEMENT
Talent Retention Strategy
Talent retention strategy is one of the important strategies that HKBN needs to establish
in their organization. At first, the monetary assurance or extra benefitsof better monetary
affluence is the correct way to retain more employees. Extrinsic method of retention strategy
also highlights the factor that reward, recognition, bonus all these are very much needed for
employees to sustain them in theorganization (Pulakos et al., 2015). There are some other
benefits of education chances;training and development for gaining knowledge about new
innovations are the important aspectsof this retention strategy(Hkbn.net, 2018). On the other
hand, intrinsic methods must be implemented by the company. There are some emotional
bonding must be attached to employees, team bonding, attachments and working them as a unit
is the most encouraging scenario for employees. Motivation is the concern factor for employees
and most of the organization motivates their employees for the development of the company
(Tatoglu, Glaister&Demirbag, 2016). This is another factor for retain employees and to motivate
them so that management will appreciate their good work or rate of production, honor them in
front of other people.
Elements in HR management
There are some initiatives that HR has taken like entrepreneurship, that curtain certain
budget of the company and align that with the execution of new processes in theorganization.
There are fewer amounts of risks in that factor as the entrepreneurs are doing their job in an
effective way in HKBN(Hkbn.net, 2018). There are some plans are that improve the key
performance indicators and encourage new talents to establish their career in that scenario.
Rewards and recognition from the organization is considered as one of the motivational aspects.

4AN APPROACH TO TALENT MANAGEMENT
But there are some cases when employees are not working for the production them intrinsic
motivation level needs to rise to meet the desired production (Thunnissen, 2016). In case of
current perspective, Talent-first engagement is a monthly management meeting that directs on
the professional growth of the individual. Team management has been implemented in
anorganization, but in thefuture effective team, evaluation needs to implement in the
organization so that a better cross-team network or a competitive mindset has been established
(Sparrow &Makram, 2015).
Future Talent strategy
Better talent management is effective for the company and that will be the future strategy
of the company. In that scenario, leadership engrossment and expansion of market will
considered as the prime task of business. The roles and responsibilities of the company and their
effective line of meeting the objectives are the prime factors. The major questions arise in that
section regarding the value and quality of the service, pricing of the service, major contribution
in terms of GDP growth of the company (Sparrow, Hird& Cooper, 2015). Increase hub and
segregate their business in all over the country is the main opportunity to enhance their market
position.
In case of future opportunities, the market price has to be shared in different sections. If
enhancementof business is needed then business hubsneed to be segregated for better monitoring
agenda. There are certain cases where operations are fragile and there is no technical support to
protect the operation. In such cases, the better infrastructural and technological operation need to
be implemented so that better business expansion chances will available for the business in
HKBN.

5AN APPROACH TO TALENT MANAGEMENT
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