SHR0806: Valmet Talent Resourcing and Development Report

This report provides a comprehensive analysis of Valmet's talent management strategies, policies, and processes, focusing on employee development and retention. It critically examines Valmet's talent acquisition, training, and performance management approaches, highlighting both their strengths and weaknesses. The report evaluates the challenges and opportunities associated with talent resourcing, including attracting and retaining employees, developing a leadership pipeline, and leveraging technology. Furthermore, it discusses Valmet's best practices for retaining and developing top talent, such as offering competitive salaries, encouraging employee feedback, and fostering a culture of open communication and career development. The report concludes with recommendations for enhancing Valmet's talent management strategies and includes an action plan to support these findings.

INDIVIDUAL REPORT
(SHR0806 TALENT
RESOURCING AND
DEVELOPMENT)

Table of Contents
.........................................................................................................................................................1
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1. Critical analysis of Valmet's talent management strategy, policies and processes for
employee development and retention..........................................................................................3
1.2Critically evaluating the relevant challenges and opportunities that are associated with
talent resourcing and development-.............................................................................................5
1.3 Critically discussing the valmet's best processes or initiatives to retain and develop the best
talents-..........................................................................................................................................7
4. Critically evaluating the organization's talent management approach using relevant models.9
Recommendations......................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1

INTRODUCTION
Talent resourcing and development is one of the most important human resource
management's accmodated task responsibilities that has a great impact on both the internal and
external working of any and every business organization (Taylor, 2021). This department of
personnel management involves the headhunting of the required skilled, experienced and
innately talented individuals who can professionally manage their assorted works and efficiently
develop their resources as per their training and allotted duties. For this same purpose the Valmet
organization has been chosen for this research study which is one of the leading global pulp and
paper manufacturing organizations in the energy sector.
In the context of the Valmet firm, the following report will accurately analyze its talent
management strategy and the policies and processes it adopts towards personnel development
and retention. The report will critically evaluate the relevant challenges and opportunities that are
related to talent resourcing and development which will be followed by a critical discussion on
the company's best initiative procedures for managing employees and developing of talents. The
report will also examine Valmet's talent management approach with proper model uses and
furthermore it will also provide suitable recommendations for the effectual management
strategies of talent pool along with action plan that will justify the findings.
MAIN BODY
1. Critical analysis of Valmet's talent management strategy, policies and processes for employee
development and retention
In its capacity of being a globally based one of the leading producers of the paper and
pulp making industry the varied and multiple products of which are spread over a wide spectrum
of its internationally based client companies, the Valmet Technologies organization focuses a lot
on searcing for the best employee talents (Kravariti and Johnston, 2020). The company also
believes in developing and manging these talents with the following talent management
strategies given as below:
Talent Acquisition
Talent selection and acquisition is that process through which Valmet company is able to
accurately find right employees for their company that directly impacts the organization's future

success. Talent acquisition and its management eliminates the threat of choosing the wrong
candidate for the firm. Its HR team mainly focuses on selecting appropriate individuals for the
positions. They effort at hiring a resourceful person who can assist in increasing its business
growth. A compromising selection might lead to high turnover rate of the company. Company's
management must hire them through their talents, skills and qualification in terms of long-term
benefits.
Training and Development
This aspect of talent management strategy connotes productive educational activity that is
given by the human-resource team to update and upgrade the new recruits so as to focus on their
skill enhancement for enabling their organization commitments. After the provision of basic
training, Valmet's HR management can try provide new skills to the employees that can help
facilitate their work efficiency improvement and can make easy to achieve varied company
goals. Talented recruits need to be trained and develop their skills that will both help the
organization and themselves. This talent management strategy can prove beneficial for
increasing workplace productivity (Karim and et.al., 2019).
Performance management
This strategy is a continual process in which the human resource departmental team's
main motive and purpose is to improve and enhance the performance factor of every personnel
group's employee. It displays the performance effectiveness and efficiency of the workers and
newly hired recruits during their time period in case they are faced with any issue that might
influence their high work performance features. In such a case the talent management team can
work on this issue. Its main rationale is to know and pursue the ongoing performing capabilities
of the workers and try developing their skilled growth. The performance management talent
strategy include factors like planning, resourcing, assessing, and talent development (Helmold
and Samara, 2019).
Getting feedback reviews
One of the most important talent management strategies also inevitably include valuable
employees' feedback which is an essential tool to recognize and formulate opinion about the
individual employees' performance. The Valmet organization's talent management segment of its
human resource team is to both provide and get feedback from and to their employees as per to
their work that help them to raise their performance and work commitment levels. If the

evaluated rating is low then the talent resourcing team needs to find which problems are arising
that affects employees' work efficiency in order to solve the problematic occurences.
Procedural processes for employee motivation & retention
Employee motivation
The motivation of employees is central to the successful growth of any business
organization. Employee motivation is a humane approach that talent management teams across
all businesses like the mentioned Valmet business corporation efficiently and effectively
incorporates in their strategic plans. The reason behind the implementation of such an employee
encouragement policy framework is that a motivated employee works better and faster which
increases the level of her/his job satisfaction that benefits the company. Moreover research
findings has noted that intrinsic and extrinsic motivation at workplaces in conjunction with daily
upliftment workforce personnel tend to be more satisfied with their duties, jobs and supervisors
than those professionals who are negatively impacted by pervading unhealthy and discouraging
organizational environment (Kalogiannidis, 2021).
Career development uplifts
Certain organizational perks such as giving short breaks on a daily basis, holiday
relaxations, a good responsive attitude towards employee requests, and an approachable
management results in employee retention and upliftment. A good client base also enhances
positivity involving well structured customer relations. Developing good connections with co-
workers and supervisors through social meetings is a good enhancer of workplace sociability.
More than this if the talent management team provides a bountiful of developmental growth
paths for its recruited and skilled employees by offering them incentive tasks such as overseas
job handling responsibility and related unique tasks then it will not only inculcate new talents in
them but will also prove productive for the Valmet comapny.
1.2Critically evaluating the relevant challenges and opportunities that are associated with talent
resourcing and development-
The aim of talent development is to create an environment that given higher productivity
to the organization. Valmet tries to heir employees that are highly skilled still has many

challenges that company faces time to time that are linked with talent resource and development
and these challenges are as follows-
Attracting and retaining employees- Attracting and retaining employee in Valmet is still a big
task. Today, employees are changing their jobs frequently and no matter whatsoever organization
does, they keep on shifting from one place to another in search of better opportunities. Valmet
can grow at all levels only when company has organic growth in market.
Developing leadership Pipeline- This is also one of the biggest challenge that is associated with
talent resource and development (Gandolfi and Stone, 2018). Valmet needs leaders that
cooperate with organization at all the levels that in turn will be increasing productivity of the
company leading to achieving goals at right time. Company also faces lack of initiative from the
side of employees as senior role brings more responsibility.
Poor strategies- poor hiring strategies turns as the biggest challenge as employee don't connect
to the organization in turn decreasing their productivity. Valmet should form a proper strategy in
order to select best candidate from all the candidates. Company can also focus on improving
Human resource department of the organization as they are the ones who select employees for
the organization (Mallett, Thompson and Bourke, 2022).
Less experience in technology- Today, Automation has become a necessary thing to improve
business operations. Hiring those employees that have experience in technology is the best thing
to avoid issues of technology, this also help company to grow at faster speed. Human Resource
Department of the company must use high tech Payroll and accounting soft wares solutions that
will help business to devote towards talent management,
The talent and resource and development has certain opportunities as well and that are as
follows-
Improved engagement of employees-
Employee engagement can be increased while focusing on talent resource and
development. Employee engagement in organization brings productivity to the organization that
in turn decreases the time to achieve goal of the organization (Staniec and Kalińska-Kula, 2021).
There are various talent development programmes that are run be the Valmet from time to time.
New business opportunities-
When employee feel part of the organization they work more in that place. Not only this
they also engage themselves in innovative activities and different creative activities that help

business to grab different opportunities that come in their way. This is also important as
employee who feel part of the organization will never be afraid to share his honest views towards
the project of the organization.
Overall performance can increase-
The performance of individuals get increases when company manages his talent
resources in right manner. The employees perform better when there are development and
training process by the human resource department of the company. Valmet company also tries
to invest in process that brings productivity in the organization.
Though, company has invested in the process of research and development still gets a
challenge regarding the process of talent resource and development. As the Valmet company
wants to earn more revenues from the market it demands high skilled employee. High Skilled
Employee will serve company for long, at the same time employer always have some capability
to improve its employee and that can only be done by process of development of employee.
1.3 Critically discussing the valmet's best processes or initiatives to retain and develop the best
talents-
It is very important for the organization to retain and develop its individuals as investing
into new people and employees Is difficult task (Horowitz and et.al., 2019). At the same time
growing and retaining core talent brings productivity to the organization. Having employees that
are talented and give their all to the organization benefits most to the company. The below are
some techniques that has been taken in care of by Valmet in order to retain and develop the best
employees in the organization-
Paying good salary-
Paying employees salary that is above-average has benefited most to he Valmet.
Company also provide some extra benefits that are excellent (Gyurák Babeľová and et.al., 2020).
The well compensated and well culture also motivated employees to work more for the
organization. Not only this the recruitment process is very costly and no organization wants to
bear the extra cost of that expenses and that too with no conformation that company will be
hiring good employees that work more for the company/
Allowing employees to speak-

The employees feels connected to only that organization where he is able to take
initatives. There are companies who don't allow employees to open their minds. This is not the
case with Valmet as company always appreciate people who take interest in activities. It is
important to make sure that there is no fear of retribution and employees feel comfortable in
organization. The reason for increased retention of employee and stronger performance of the
company is letting employees connect to the organization. Allowing employees so that they get
engage in the work is definitely going to increase performance of the individual and will help
organization to perform better. Employees are backbone of the company that must work for the
goals of the company.
Encouraging system of feedback- f
For retaining employees in the organization it is very important to encourage system of
feedback. Feedback gives power to the employee that their contribution in the organization
matter. Valmet company wants to retain its all the talents and that's why has created such system
of feedback that won't impact company and its employee as at the end employees are very
important people for the company. The feedback system has been recently lanuched many
companies with the same apparoach that the feedback system will be enhancing the performance
of the employee. There are times when employee don't feel connect to the organization or either
has some problem related to the work in the organization. Feedback system can answer that
question of the employee. Feedback system can also be created in a way that it increases the
productivity of the organization.
Provision of flexibility
For the Valmet organization, it is important to keep in check the needs and desires of all
employees based on their individual working conditions and capabilities. In case any worker
faces problem in commuting longer work distances due to bad health, then availability of
distance working should be provided. Allowing similar adjustments nurture the employee's good
intention towards the concern and motivate them to go out of their way in order to reach the
desired goals of the company. This strikes substantial amount of flexibility in the recuruited
employees and enhances their talents. Some other flexible allowances include sick leaves, due
credit regarding work efficiency, combining job with creative fun and other co-curricular tasks,
etc. Encouraged employees work better and more productively and reap larger benefits for the
firm (Yu and et.al., 2020).

Offering growth ability
It is very much disturbing for the workplace professionals mental and physical health to
stick to the same hours, same jobs, and same routine day after day. Due to this the acquired skills
and talents start getting diminished and the absorbing capacity and scope for gaining and
learning new things also gets evaporated. That is why it is extremely important for business
organizations such as the Valmet Technologies corporation to timely rejuvenate its employees'
mental capacities and enhance their cognitive horizons by offering them a good amount of scope
to get rest, refreshments and regain composure after hours of toiling on their work desks. In this
way the workplace saturation can be avoided among the personnel and both the organization and
its working members can happily accept business environmental changes which will ultimately
make the employees feel more attached to the company.
These were few techniques that has helped Valmet to retain employees in the
organization as efficiency of the employees in organization brings productivity in the
organization.
4. Critically evaluating the organization's talent management approach using relevant models
Talent management is the process where employers have a duty to recruit and develop a
workforce which can give a definite growth and development to the organization (Rotolo,
Church, Adler and et.al., 2018). Valmet is required to understand the concept of the talent
management and should apply the relevant approaches and models which can help and support
firm to recruit the employees in effective manner.
Integrated Talent Management
Acquire: It is important for an individual organization to understand the talent management
approaches from where they can easily recruit and hire the people as per the company needs and
requirements. However, the first process is to acquire the appropriate candidate for the firm and
conduct the interview process from which the effective results and outcome can be obtained and
can get the definite results.
Assess: The second step of the model includes assess factor where it simply means as proper
planning for the recruitment and hiring process from where the company can be able to get the
appropriate employee for the firm. The Valmet have to assess and describe the organization
process and working and delivers the information of the services from where they can easily
retain the employees at the firm for longer duration in respective manner.

Develop: Develop factor leads the talent management to consider the areas of workforce
planning, culture of the firm, engagement and retention areas which is needed to be appropriately
fulfilled by the organization management (Baharin and Hanafi, 2018). Valmet talent
management is essentially needed to understand this factor where they can plan some activities
for the better engagement of the employees at the workplace and can provide the good and
positive work culture which overall satisfy the employees needs and requirements and retain
them for longer period at the business organization.
Deploy: The company also needs to focus on the learning and development areas of the
employees working at their workplaces. A proper goal alignment, career path planning and
training programs needs to be organized by the talent management from where the staff people
of the firm can be able to understand the learning needs of the people working there and can lead
them to enhance their skills and knowledge in definite manner. It also involves the performance
management area where a good relationship between the employees and employers and also can
take the feedbacks from the people from which the talent management can put their best efforts
in solving the issues in definite order.
Talent Management Process Model
Planning: The initial stage of the talent management process model is planning factor where it
includes the description of job and roles, proposing a workforce plan for the recruitment and
identifying the human capital requirements from where the firm can be able to develop and grow
in definite order (Widodo and Mawarto, 2020). To establish any organizational process, it is
important to plan each and every area in detailed manner from where the proper results can be
obtained.
Attracting: The second step of the model is attracting factor where it is the process of recruiting
the employees by the external and internal sources and can fill the vacant positions in definite
manner. There are many kinds of jobs identifying platforms which are used by the people such as
LinkedIn. However, the talent management of the Valmet is required to attract the suitable
candidates as per the requirements of the firm.
Selecting: Now, this is the process of selecting and recruiting the suitable candidates for the
firm. This process also includes the interview round where the applicants have to give an
interview to the talent management and can express their skills, knowledge and abilities from
where they can get hired by the organization.

Developing: Developing step of the model highlights the process where it involves orientation
programme, counselling, guiding, mentoring and job rotations (Vaiman, Sparrow and et.al.,
2018). To work at any organization, the employee has to perform the appropriate activities from
which they can obtain the definite growth and development. However, the talent management of
the firm has to keep their focus on orientation session along with guiding the new candidate at
the workplace from where they cannot feel the negativity within the firm.
Retaining: Retention is one the most important factor which needs to be considered in
appropriate and definite manner (Son, Park, Bae and et.al., 2020). Retention simply means
providing the satisfactory work culture to the employees of the company from where they can
feel to stay at the company for longer duration and can develop the growth and development of
the organization. Retention process includes the promotions and increments, learning growth,
participative in decision-making and such more from where an individual employee can feel a
valued member of the organization and can feel motivated as well which will make them to stay
within the organization for longer time.
Transitioning: The last factor of the talent management process model aims at the
transformation of the employees to achieve the goals of the company. This factor highlights the
retirement benefits, conducting exit interviews and even succession planning procedure from
which the employee can be able to feel positive and can share their thoughts and views working
within the company which will be appreciated by the firm.
Recommendations
Talent management is the process of hiring the new candidate, retain them and prepare a
dynamic workforce which can put their best efforts and hard work to achieve the set goals and
targets of the organization (Anlesinya, Amponsah-Tawiah and et.al., 2019). However, it has been
recommended to the Valmet Talent management department to adopt and develop a new
approaches and models for the betterment of the company and can acquire the definite at
successful level. Thus, the company should understand the different strategies such as creating
an effective and positive working environment and surroundings from where the employees of
the company can feel safe and can stay at the organization for longer period. For retaining and
recruiting the people at the organization, the management is needed to use the internal and
external sources from where the company can finely hire the people accordingly.

CONCLUSION
The above mentioned report has concluded the importance of the talent management at
the workplace which plays a very important and crucial role in growth and development of the
organization. Talent management is the key department who contributes their best efforts in
making the company grow and develop and can acquire the successful outcome. However, in the
current report organization's talent management strategy, policies and procedures are analysed
and also evaluated the relevant challenges and opportunities which is associated with talent
resourcing and development. Along with this, the best practices retaining and develop the best
talent discussion has taken place and provided the appropriate talent management models and
approaches for the better recruitment process. At last, the report has concluded the best
recommendations for the effective talent management strategies within an action plan along with
justifications.