Analysis of Talent Management in Modern Organizations

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Employee Talent and People Resourcing
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Table of Contents
Introduction....................................................................................................................................................3
Task 1.............................................................................................................................................................4
Task 2.............................................................................................................................................................9
Conclusion...................................................................................................................................................11
References....................................................................................................................................................12
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Introduction
Talent management is essential and important for the organization, it plays a necessary role in
business strategy, whereas it manages important assets of the company- its people. In these
situations, companies should give efforts to manage the employees effectively to support them
and develop the skills and abilities to retain them. In this type of management committed to hire,
manage, develop and retain the best employees within the industry.
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Task 1.
Analyse the role of talent management in ensuring organisations deliver their business
goals.
It plays an important role in business strategy however, it manages the assets of the company.
Tesco retailer company is the biggest retailers organization and famous for its products and
services. It wants to retain its talented employees for its business success and for development.
Objectives are:
 To support the employees to identify the knowledge and abilities which require
performing the job efficiently,
 To motivate the employees and encourage them to do work in an effective manner.
 Organizations motivate and encourage the employees and their empowerment and
implement of effective reward systems.
Role of talent management:
It is an analysis that companies are focus on develop their talent and integrate the plans and
process to address and maintain, manage the employees talent such as; sourcing, recruiting, on
boarding candidates, competitive backgrounds, manage and define competitive salaries, training
and development chances, performance management process, retention programs (Lucie, et. al.,
2016).
There are various types of reasons why it is important for organizations:
For attract to the topmost talented employees, for motivate the employees, it increases the
employee performance, continuous coverage of critical roles and positions.
Attracting the top best-talented employees:
Have strategic talent management give chances to attract talented and skilled employees. It built
employer brand which attracts to the potential talents and converts for contributes to the
improvement of organizations, business activities and outcomes.
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Strategic talent management support to the organizations to keep the employees by motivating it
creates many reasons for a stay within the company. It is investigated that 91% of employees
exchange their ideas, needs and wants to stay more just money to feel and connected and
motivated (Abdul'aal, 2018).
Continuous coverage critical roles: Talent management provides companies with tasks which
require critical abilities to plan and identify the importance, higher specializations roles and
responsibilities within the workforce for its employees.
It increase the employee performance: Talent management makes an easier environment for
companies to address which employees are suitable to match with their norms and have less
performance management problems and complaints. It is investigated that topmost talented
employees within the company stay long.
To engage with the employees: Talent management provides companies to make the
environment systematic and consists towards the development of the staff members which give
surety for employee’s abilities and development (Sparrow, et. al., 2015).
It helps to retain the best and talented employees within the company: Well-structured practices
help to create a higher level of retain, which is saved by the company towards recruitment and
performance management within the long run. It provides support to organizations to accomplish
its goals and objectives.
Talent management provides maximize client satisfaction: It is investigated that a systematic and
well-managed approach is and organizational integration and helps to manage and organize all
the organizational management (Muma, 2018).
There are various types of benefits of talent management system such as;
It not only provides benefits to the organization but also provide support to the employees by;
Motivation and commitment, increase knowledge, the contribution for company goals and job
satisfaction.
 Connect and sharing the data of the employees, correct TMS integrate and align the HR
process.
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 It helps in the strategic hiring process, it improves onboarding experience, helps to retain
the best talent of the organization, build employee development.
 It is important for organizations to apply this type of management for company growth
and development.
Challenges
There are various types of challenges which are faced by the company to finding the workers
with abilities and competencies. They require performing a wider variety of jobs at wage rates.
Tesco Retailer Company develops separate recruiting and selection methods for applicants. It is
also challenging for the company to hire the right candidates, which is completely match with
their norms (Worlu, et. al., 2016).
It is also noticed that retention the talent is also the biggest talent management challenge for
global accountancy firms.
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2. Critically analyse the importance of labour market analysis and the implications for HR
with Brexit.
Labour market refers that whereas firms demands for labour and individuals. It is investigated
that employees demand for labour because they are an important part of the production process.
Workers are able to supply labour because wages they earn are enabling to buy the goods and
service which is needed workers. The labour market is known for the job market, which refers to
the supply and demands of the labour, whereas employees provide the suppliers and employers
with the demand. The major components of the economy are intricately connected within
markets for goods, services and capital.
Importance is:
It is essential for the organizations to apply the labour market analysis because it provides
directions to how the company will operate the business. It shows the actual customer’s
demands, supplies conditions, wages rates and amount of the labour. It is analysis that labour
market analysis is done on large as well as small scale. It provides directions to search for the
availability for environmental employees and industrial organizations. It helps to distribute
survey equipment for potential employers. It helps to the organizations to focus on groups of the
employees and potential employers. It is conducted by the survey methods and approaches
(Walford and Scott., 2018).
Labour market analysis and the implications for HR with Brexit:
It is investigated that it is important for the organizations business to identify the risks and plans
for contingencies activities. It is noticed that there are various parts of organizations which helps
to contribute towards HR professionals to advise their firms on people aspects for crisis and put
plans to minimize the negative impacts.
It is evaluated that many companies manage the risks continually, weighing alternatives and
uncertainties is what organizations do with global markets. Still, no individual policy changes
ever as far reach the impact as Brexit. According to the investigation, it is noticed that there are
300 businesses by CBI found that the majority of leaderships and useful resources to assess and
maintain the potential possible risks towards their forms associated with the Brexit. Professional
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peoples can focus on to do appropriate actions for supports their organizations by concentrate on
key considerations and practices (Sohel, 2018).
 Continually plan to consider for human resources are:
 Support EU/EEA employees in the UK
 Higher wage bill towards currency fluctuations
 Reduce the staff to offset maximum costs and delays.
UK citizens will require work permits or visa for work in EU member state. It is noticed that
each country have their own visa policy, which reflects their labour and abilities needs.
It is investigated that labour market analysis and implications for HR with Brexit shows both the
aspects such as; positive and negative.
Positive aspects are:
Companies are aware of upcoming risks and will be prepared for it.
Negative impacts are:
It affects the country currency; the market is fluctuated due to Brexit issues.
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Task 2
Reflect on your experience of conducting the practical skills exercise.
How did the practical exercise you carried out during your assessment help to ensure you
address the people resourcing needs of your organisation?
The practical exercise which is carried during assessment helps me to ensure and identifying the
people resourcing needs, which is essential for the organization. During the assessment, I
learned many things such as knowledge of highlighted journals, free association brainstorming,
quotes, reflective essays, experiential research papers. Research papers provide me with
knowledge regarding employee talent and people resources. I also learn the talent management
concept, which is beneficial to the organizations. This concept not only helps me to enhance my
skills but also elaborate on the information of talent management (Adisa, et. al., 2017).
During the assessment, I understand that talent management provides benefits to organisations to
deliver business goals and objectives. When I collect the information regarding the importance
of labour market analysis, it provides me knowledge of the united kingdom market scenario, its
business and environment of the country. I collect the data by secondary sources, such as
journals, articles, blogs, and employee retentions articles and through the internet.
It not only enhances my abilities but also elaborates my efficiency. It gives me the experience to
do work with great efficiency. When making the assessment, it provides information about Tesco
Retailer Company, which is famous for its groceries, general merchandise. I observe that it is the
famous British multinational company which provide qualitative products and services to its
customers. According to my observations and experience, I learned that people/ workers need
that a company can give values to their efforts, it can increase its profits, wages and motivate
them.
-What went well?
During the assessment, I learned that talent management support to the organizations to retain
the best employees within the organizations and also provide knowledge of how it will support to
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the organizations. I also learned that there are many relevant articles and journals I found which
provide the information which is how companies can use the talent management, its methods,
approaches and techniques. All these sources help me to gain the knowledge of organizations
should make plans, strategies, and techniques to achieve the business goals and objectives. So
all the relevant facts, figures, secondary data collections support me to complete the assignment,
and that is the best part and accomplish successfully.
-What did not go well?
During the assessment, I realized that many companies face the issues, challenges for retaining
the employees, some organizations do not achieve success to retain the best employees.
Companies today face many issues and due to these reasons its directly affect the next generation
workforce. It creates big issues such as companies have limited skilled employees, talented
employees shortages, increase in the cross-generational workforce, and diverse workforce is
coming. Cost pressures for both aspects such as; merge competitors, new markets, and more
demands customers give a sense of urgency of talent management. Brexit negative impacts on
UK companies business; these types of issues decrease the weight of the given topic which is not
well. During preparing the assessment, I also face many issues for collecting the data. Not
finding the proper information of the company, talent management makes me frustrated and feel
low, but after sometimes my mentor guidance, encouragement, and support me to do it again. So
I found many practical exercises, learn new things.
-What could you have done differently?
In the assessment I can use different types of methods, using of graphical presentations,
visualization methods, tables and effective sources will be used. It can support me to do work in
an effective way. I can use the survey method by visiting the particular organization and know
their talent management approaches. It not only enhances my practical knowledge but also give
me great experiences. I believe that practical knowledge is far better than theoretical knowledge.
So all these things differently and I can make the project differently by using these methods
however, the secondary data collection methods also support me by verifications, studying of the
relevant literature reviews. These literature reviews show the depth information me and support
me to do the project impressive and effective.
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Conclusion
It is concluded that this report explains the concept of talent management in organizations to
deliver business aims and objectives. It also describes the importance of labour market analysis
and implications for HR with Brexit. The report explains the information about the Tesco
business structure, UK companies market conditions. The report also explains the reflection of
whole the assessment, which is what is learned by this assessment, benefits, and changes factors.
So it provides knowledge and information and covers all the aspects which are relevant to the
given topic.
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References
 Lucie, V., Hana, U. and Helena, S., 2016. Strategic talent management in agricultural
and forestry companies. Agricultural Economics, 62(8), pp.345-3.
 Abdul'aal, A.F.A.S., 2018. The Impact of Talent Management on Organizational
Excellence: An Applied Study on Jordan Telecommunication
Company. organization, 10(5).
 Sparrow, P., Hird, M. and Cooper, C.L., 2015. Strategic talent management. In Do We
Need HR? (pp. 177-212). Palgrave Macmillan, London.
 Muma, M.M., 2018. Influence of Human Resourcing Strategies on Retention of
Employees in Universities in Kenya (Doctoral dissertation, JKUAT-COHRED).
 Walford-Wright, G. and Scott-Jackson, W., 2018. Talent Rising; people analytics and
technology driving talent acquisition strategy. Strategic HR Review, 17(5), pp.226-233.
 Adisa, T.A., Osabutey, E.L., Gbadamosi, G. and Mordi, C., 2017. The challenges of
employee resourcing: the perceptions of managers in Nigeria. Career Development
International, 22(6), pp.703-723.
 Sohel-Uz-Zaman, A.S.M., 2018. Understanding the Fundamentals of Talent
Management for Effective Business Application. International Journal of Economics,
Finance and Management Sciences, 6(3), p.98.
 Worlu, R.E., Jikawo, T.O. and Omotoyinbo, C.A., 2016. MAXIMIZING EMPLOYEE
RESOURCING FOR THE ACHIEVEMENT OF SUSTAINABLE COMPETITIVE
ADVANTAGE. Journal of Business & Value Creation, 5(2), pp.101-114.
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