Analysis of Talent Management Challenges at ProfessionalCo

This report examines the talent management challenges faced by ProfessionalCo, a professional services firm operating in the Asia-Pacific region. The study identifies key issues stemming from inconsistencies in talent definitions across different business units, lack of integrated functioning, and insufficient use of technology in recruitment processes. The report provides a contextual analysis of the macro-environmental factors influencing the organization's talent management practices. It offers recommendations, including establishing standardized talent definitions, developing comprehensive talent management policies, and integrating technology for efficient candidate screening. The goal is to improve the effectiveness of talent acquisition and retention strategies by addressing ambiguities and promoting a unified approach across the organization, ultimately enhancing its operational efficiency and competitiveness in the global market.

Running head: TALENT MANAGEMENT
TALENT MANAGEMENT
Name of the student
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Executive summary
The report has taken steps to develop a coherent understanding of the issues that are being
encountered by ProfessionalCo due to ambiguities in the talent management systems that are
followed by the business. The report clearly delineated a contextual macro environmental
assessment of the situation encountered by the concerned organization and the recommended
activities that might be considered by the business. The major issue that are being encountered
by the organization are subject tothe lack of transparency and heterogeneous talent based
definitions created by the HR personnel of the business units. On the contrary, the lack of
integrated functioning of the business units while following the talent based requirements of the
corporation has challenge the abilities of the venture in continuing with the efficacy of the talent
based operations. The lack of suitable technologies in recruitment processes has affected the
abilities of the venture in continuing with efficient talent management process. The report also
suggested recommended activities to the concerned organization like creation of concrete
policies and procedures and circulating the business among the different business units. The
concrete policies relating to talent management would assist the venture in increasing the
prospectives of the business while making recruitment of talents while following the process
based requirements. On the contrary, the concerned organization might also develop suitable
technologies for screening the candidates with the objective of continuing with the efficacy of
the recruitment process. Therefore, the major purpose for undertaking the report is to identify the
major issues that are being encountered by ProfessionalCo and the recommended activities that
might be commenced by the business.

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Contextual analysis
The utilization of the talent management principles in an organization supported the
business in enhancing the efficacy of the operations while following the process based
requirements of the business. The diverse range of changes in the organizational operations
supported the venture in increasing the prospectives of the business while operating in the global
economies. On the contrary, the delineation of the macro environmental factors assists an
organization in enhancing the rate of operations while recruiting viable talents while following
the smooth functioning base requirements of the processes. In this relation, ProfessionalCo
operates in the different regions of the world from its headquarters in Asia-Pacific or global
headquarters. However, it has been noticed that the HR and non- HR personnel of the business
units defined talent in their own sense without encountering interventions from the headquarters
of the organization. It affected the recruitment policies of the venture due to ambiguity in the
talent recruitment and retention strategies which affected the operations of the venture while
operating in the global economies.
The concerned organization developed their resource base with the objective of
delivering a variety of services like consultation and accounting. Therefore, the business units
undertook different policies relating to their diverse talent management systems which created a
situation of ambiguity. McDonnell et al. (2017) opined that the efficient talent management
related operations of an organization assist the business in continuing with the efficacy of the
operations while following the requirements of enhancing the processes. However, in this
relation, the lack of integrated and planned functioning of the talent management systems in the
organization affected the abilities of the business in continuing with the efficacy of the talent
acquisition and retention strategies. On the contrary, the lack of suitable monitoring and

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controlling related operations related to strategic talent management has challenged the
prospectives of the HR personnel in undertaking recruitments while following the specific skill
related requirements of the enterprise. Therefore, the lack of collaboration between the business
units of the organization with the headquarters affected the prospectives of the business in
increasing an appropriate system of talent management in the business entity.
Informed and justified recommendation
The talent management operations of an organization is subject tothe standardized
definition of talent which will be subject tothe objectives of the venture. The diverse range of
transformations in the recruitment and selection process is subject tothe mechanisms that are
considered by the venture while operating in the global economies. Meyers and Van Woerkom
(2014) opined that the establishment of a single definition of talent in an organizational context
would assist the HR personnel in increasing the operations while avoiding the ambiguities. On
the contrary, the diverse range of definition and specification of talents assist an organization in
continuing with the efficacy of the operations while following the demand of the customers. The
key transformations that are considered by the ventures are subject tothe specific requirements of
the business in mitigating the issues that are encountered by the organizations. The assessment of
the requirements of the venture and designing the recruitment procedure would assist the venture
in continuing with the efficacy of the operations while following the demand of the customers.
The concerned organization, ProfessionalCo, encountered different issues relating to lack
of transparency in the talent management systems in the different business units. The lack of
transparency and diverse range of talent based definitions made by the HR personnel has affected
the prospectives of the venture in increasing the rate of talent management related operations of
the business. Björkman et al. (2013) stated that the development of the talent management

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related practices in the organizational units assist the business in identifying the human resource
and skill based requirements while acquiring the required resources. However, the lack of
integrated functioning of the business units while considering the talent management systems has
challenged the operations of the venture while operating in the global economies. The diverse
range of changes that are commenced by the organizations are subject tothe effective functioning
of the workforce. In this relation, the lack of transparency in the workforce planning procedures
depending on the different definition of talent management created ambiguities for the venture.
Rapanta and Cantoni (2017) opined that the ambiguities in understanding the workforce
related requirements of the venture affects the prospectiveities of the business while operating
while following the different requirements of the venture. Therefore, the concerned organization
might take steps to develop a concrete definition of “talent”, which will assure the business of
avoiding the ambiguities relating to the management of talent while acquiring and retaining the
business while following the process based requirements of the venture. In this relation, the
concerned organization might take steps to develop a comprehensive policy for strategic talent
management, which would be followed by the different business units located in different
locations of the world. It would assist the organization in measuring the performance of the talent
management related operations of the business while operating in the different parts of the world
through n unified approach. Marlow, Lacerenza and Iwig (2018) stated that the different
transformations that are undertaken by the organizations assist the business in continuing with
the efficacy of the operations while following the demand of the customers. The uniformity of
the policies and procedures in the talent management systems of the venture would assist the
venture in increasing the prospectives of the business while operating in the global economies.

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On the contrary, the lack of suitable utilization of technologies while screening the talent
of the candidates has also affected the prospectives of the venture in increasing the operations of
the business while operating in the global economies. The key transformations in the approach of
technological infusion in the organizational model would assist the venture in increasing the
prospectives of ProfessionalCo in enhancing the rate of operations and employee satisfaction.
Jones et al. (2012) opined that talent acquisition is one of the major concerns that are being
encountered by the organizations with the objective of continuing with the efficacy of the
processes that are planned by the business. In this relation, the concerned organization might take
steps to develop a uniform policy for understanding the talent based requirements of the business
while operating in the global economies. The uniformity of the talent acquisition related strategy
would assist the venture in increasing the prospectives of the business while operating in the
global economies. In this relation, the concerned organization might take steps to develop a
coherent and uniform talent management system that would be followed by all the business
units.
The uniformity of the talent management procedures would assist the venture in
continuing with the proficiency of the processes relating to recruitment and engagement of the
new talents as per the organizational requirements. Al Ariss, Cascio and Paauwe (2014) opined
that the development of the uniform processes and transparency of the operations would assist an
organization in acquiring the desired talents and retaining the business while functioning in
harmony with the different common objectives of the venture. Again, the utilization of
appropriate technologies for enhancing the rate of talent management related operation of the
venture. The development of the different technologies would assist the venture in increasing
the rate of screening the talented and skilled employees while following the operational

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requirements of the business. Oladapo (2014) stated that the involvement of specific
technologies in the recruitment process assists an organization in conducting appropriate
psychometric testing and thereby enhancing the choice of the deliverables. The human resource
and staffing plans that are made by the organizations are subject tothe assessment of the
requirements that are encountered by the organizations while increasing the talent management
systems. Therefore, in this relation, the application of appropriate technological infusions in the
organizational processes would assist the venture in increasing the talent acquisition related
abilities of the business. On the contrary, the development of a concrete policy and procedure for
continuing with the talent management related operations of the business.
A single definition of “talent” would assist the venture in increasing the prospectives of
the business in specifying the requirements of human resource in the operations while following
the process mechanisms. McDonnell et al. (2017) opined that talent is heterogeneous in nature
and every company must have their unique specifications while acquiring talents from the
different sources with the objective of maximizing the process outflows. The specifications that
are made by the organizations assist the business in increasing the efficacy of the operation while
following the demand of the customers. Jones et al. (2012) opined that the development of talent
based search options are made available to the HR departments of an organization relying on the
skill- based requirement of the venture. Therefore, in this relation, the concerned organization,
ProfessionalCo, must take steps to develop a uniform talent management procedure with the
objective of continuing with the efficacy of the operations while avoiding the situations of
ambiguity in the talent management practices. The key transformations that are undertake by the
venture assist the business in continuing with the efficacy of the talent management systems
while following the requirements of smooth functioning of the units.

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The correlated functioning of the different units and the transparency of the operations
would assist the venture in continuing with the efficient talent acquiring and procurement
mechanisms while following the resource based requirements of the business. Talent
management in an organization assist the business in increasing the prospectives of the business
while operating in the global economies. Al Ariss, Cascio and Paauwe (2014) opined that the
development of sustainable talent management propositions would assist the venture in
increasing the prospectives of the business while operating in the global economies. Therefore,
the concrete definition of talent in an organization must be made concisely and with clarity with
the objective of empowering the talent acquisition related activities that are considered by the
HR personnel of the venture.
The headquarters of ProfessionalCo might take steps to develop a suitable knowledge
relating to the talent based requirements of the business after assessing the micro and macro
environmental consideration and reviewing the process structure. Later, the concerned
organization must take steps to develop a suitable policy or procedure for managing the talent
acquisition and retention based activities that are undertaken by the HR personnel of the different
business units. It would assist the venture in increasing the effectiveness of the talent
management procedures that are being undertaken by the business units while avoiding
ambiguities in the process. Again, the concerned organization might take steps to develop the
rate of technological infusions with the objective of enhancing the candidate screening related
activities. Therefore, the transformations would assist the venture in increasing the prospectives
of the business in managing the talents and retaining the business while avoiding all sorts of
ambiguity in the process.

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References
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Björkman, I., Ehrnrooth, M., Mäkelä, K., Smale, A. and Sumelius, J., 2013. Talent or not?
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