BMGT4321 - Comparing Global Talent Management Strategies Report

This report critically compares two talent management strategies—increasing employee motivation and recruitment and selection processes—while considering the potential legal and ethical challenges faced by global organizations. It discusses talent management's role in attracting, retaining, and developing employees, referencing examples like Tesco and Morrison. The report highlights legal issues such as employment contracts and workplace harassment, and ethical challenges like unethical leadership and discrimination. It concludes that effective talent management involves understanding and navigating these complexities to foster employee retention and company growth. Desklib provides access to similar solved assignments and resources for students.

Human Resource Management -
Individual report

Executive summary
Human resource management is the strategic approaches which keep the efficient and effective
management of people in organization. The statement was about the rise and power of
multinational corporation across with the globe results in various approaches to talent
management. Therefore, explained compare between two talent management strategies of the
potential legal and ethical challenges facing by global organization.

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Comparison two different talent management strategies.............................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management is the practice of hiring, deploying, managing, recruiting a
companies employees. This is also referred to simply as human resources which is more
responsible for putting, creating into overseeing and effect policies governing worker and the
relationship within the organization to workforce. It is designed to maximize the employee
performance and services for an employee's strategic objective. This report will examine about
comparison of two different talent management strategies which is taking account of ethical
challenges and potential legal facing by various global organization. The two talent management
strategies as Increase employee motivation and Recruitment and selection process have been
selected.
MAIN BODY
Comparison two different talent management strategies
Talent management is the selection, retention, attraction of employee, while this involves
the combination of human resources process across their employee life cycle. Along with this it
also encompasses the employee planning, learning and development and employee engagement,
succession, performance management, on boarding and recruiting. TM process is the system and
process that help organization for providing them instant insight the power for their workforce.
While talent management which play the effective role in organization and system that
companies develop skilled, productive and engaged employee (Understanding the Basics: What
Is Talent Management?,2020). For example, TM in Tesco are required for developing
competitive employee by sourcing with investing in continuous learning. In-demand skills,
optimizing performance and managing them. The skills that organization needs to evolve the
business grow and this could believe that applying with skills based lens that could lead within
optimize talent enables worker to meet out their basis business demands. In some other words,
talent management is less about the “management” and are being more “enablement”. Along
with this various companies which invest more in employee experience, from the retention to
more and their development, enables their employee for achieving the business goals and
objective.
Talent management strategies.
TM which involves the constant process of attracting their employee, increasing or
developing their skills and knowledge through using training, inspire them for improving their

performance and also working with positive work environment. Strategies for talent
management, these process can easily make the own employee for feeling about empowered and
help the organization for developing in achieving their goals and objective (Rendo, Au-Yong-
Oliveira and Dias, 2021). This also helps for exploring about the best talent management which
help organization for recruiting the best talents, facilitate their continuous training and
development:
Increase employee motivation-
It is being normal for employee in having the experience with low motivational levels,
but it could also become the issues when they started losing their interest in work. Motivation,
which keep the employee for working with some successful concepts and require more
continuous effort for working with organization. For example, in Tesco they keep their employee
motivated while by using various strategies such as bonus, promotion, financial and non-
financial incentives etc. in having such things this could give the great tip to team with overall
health and well-being, ensure team members to take regular break to distress and unwind. The
organization which could set the healthy policy towards encouraging employee to take their
leaves and also having great ways to increase the motivation. Furthermore, this also help the
organization for saving time and keep their focus on other business development techniques.
Talent management process tests the employee within the little more value and potential to set
their employee skills (Tyskbo, 2021). This also helps for reducing for creating learning
opportunities and chances of errors. Moreover, the employee which can get the reality for
checking their abilities and strive with better performance by creating some new values. In
working with economic environment, training and development which bring out the
opportunities and that can be significant to the present employee or job seekers. It had been also
observed that organization need to working with systematic approaches to TM and have their
overall organization integration which leads them for high satisfaction.
Potential legal, Retaining, recruiting and motivating talent which is also led big
challenges and organization do not forget about their employment law obligation and HR
policies which play the role for robust the TM strategy: Employment contract, The contract for
employee which is also led for having potential legal agreement between the employee and
employer and this is important that the contract which is fit for tailored and purpose of talent
(Nkala, Mudimu and Mbengwa, 2021). For example, in Morrison organization it may be

appropriate to have six or twelve months notice, this could lead them for clauses protect about
the employee confidential information and intellectual property should be also included for the
contract of employee. Bullying and harassment, In order to motivate and retain the employee,
this could have the important about the work environment and positive culture by HR practices.
For example, an employer that have strong values with zero tolerance approaches to workplace
harassment and bullying. In the process, they damage as an employer of their own choice and
this could also tolerate bullying at work, it can be difficult to change the perception externally or
internally.
Ethical challenges in increasing the employee motivation, unethical leadership, they may
come in obvious form, such as manipulating on spending company and number of report on
inappropriate activities. This also indicates that manager is also responsible for organization
misconduct, the revilement of leading authority is an fateful reality. Discrimination and
harassment, organization which must recruit the diverse employee, training, enforce policies that
support towards the equal opportunities program (Beamond, Farndale and Hartel, 2021). The
best way for maintaining the personal values, unethical norm by content an alternate that could
be wide choice for the organization. Questionable use of organization technology, this may feel
minor scheme for workplace ethics, the improper use of company technology and use of internet
can be huge cost for the organization in their lost time. For example, Tesco organization which
sometime hourly breaks for working with social media feed and know about co-worker is using
those company technology resources to work.
Recruitment and selection process-
As many global organization are facing issues for the culture difference and employee which
cannot make the interaction among themselves at workplace. Moreover, it could make the team
members easier to communicate with one another and stay engaged with each other at workplace
and also fulfilling their responsibilities. It can be often more through having proper company
decision and employee should have their interaction so that could also help companies for
reducing issues. Faltering in the ability to communicate with the cost for company in having the
best employee, this could keep the employee attracting towards the organization in having the
strategies and incentives, payroll etc. while through which this could help them for working with
the best pools of talent in organization. This is related with the pool of talent management that
can easily simplify the process for achieving the objective and goals for increasing the

productivity as per given time period. In organization such as Morrison, they are providing the
employee with having better platform in expressing and connect with increasing their employee
engagement levels as having considerable levels for their workforce. This is done because if
keep the process in dividing task among them and that is based on their skills and abilities also
like to deal with fewer people which helps in meeting their needs and wants as rapidly.
Potential legal issues, when starting the selection process, it is also important to be aware about
the legal issues in order to avoid risk, checking references and making job offers all needs to be
done in such manner that meet out the proper legal requirements (Liu and et.al., 2021). Job
position issues that can be faced by organization in hiring the employee through which they can
make the laws follow such as Human right code. Through which they can give the job position
details and also cross-check their employee details. The interview, which should ask the formal
question and follow up the rules and regulation for taking interview.
Ethical issues, there are many ethical issues such as requiring candidates to pay for their
services, fixing the job statement, advertisement non-singing jobs. This could be essential not to
discriminate on basis of race, gender, religion or political views. Always keep the candidates
with based on merits and work with objective throughout the recruiting process.
CONCLUSION
From the above report it had been concluded that, talent management in organization which keep
the employee and companies for working with talent and better retain employee. Along with this
various talent management strategies help the organization for knowing about their ethical and
potential legal through which they are facing huge issues and keep their fewer development and
growth.

REFERENCES
Books and Journals
Beamond, M.T., Farndale, E. and Hartel, C., 2021. Emerging Economies and Talent
Management: Core Challenges Facing Key Actors in Strategy Translation. In Business
Practices, Growth and Economic Policy in Emerging Markets (pp. 115-134).
Liu, Y. and et.al., 2021. Talent management and the HR function in cross-cultural mergers and
acquisitions: The role and impact of bi-cultural identity. Human Resource Management
Review. 31(3). p.100744.
Nkala, B., Mudimu, C. and Mbengwa, A.M., 2021. Human resources for health talent
management contribution: A case for health systems strengthening in the public health
sector. World Journal of Advanced Research and Reviews. 9(2). pp.192-201.
Rendo, A., Au-Yong-Oliveira, M. and Dias, A., 2021. Democratic Talent Management in an
Industry 4.0 Environment of Digital Revolution. In WorldCIST (2) (pp. 353-365).
Tyskbo, D., 2021. Competing institutional logics in talent management: talent identification at
the HQ and a subsidiary. The International Journal of Human Resource
Management. 32(10). pp.2150-2184.
Online
Understanding the Basics: What Is Talent Management?,2020. [Online] Available Through :
<https://blog.workday.com/en-us/2020/understanding-basics-what-is-talent-
management.html>