SHR080-6 Talent Resourcing & Development: A Case Study of Valmet

This report analyzes talent resourcing and development strategies at Valmet, a leading supplier of automation, technology, and services. It discusses talent management strategies, policies, and processes for employee retention and development, highlighting opportunities and challenges. The repor...Read More

TALENT RESOURCING
AND DEVELOPMENT

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................3
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
1) Talent management strategy, policies and process towards the retention and developments
of employees................................................................................................................................4
2) Opportunities and challenges by talent managements.............................................................7
3) Critical discussion of the organization's best processes or initiatives to retain and develop
the best talent...............................................................................................................................9
4) Critical evaluation of the organization's talent management approach using 2 relevant
models,.......................................................................................................................................10
RCOMMENDATION....................................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES................................................................................................................................1

EXECUTIVE SUMMARY
The report has demonstrated the talent development and resourcing in the organization by
using various theories and principles. As employees are the crucial part of an organization.
Various methods and ways has been critically analysed which helps in employee retention,
employee engagement and development of the best talents within the organization.

INTRODUCTION
Talent management is the process that consist retaining and attaining high quality
employees within the organization, talent developments with the helps of developing their skills
with training programmes as well as continuously motivate them to improve their performance
towards the goals of business organization. Human resources pays an important role in business.
The HR departments helps in manage the talent acquisition, employees relations, on boarding
and payroll but the man duty of this department is talent management. The main purpose of
talent management is to motivate employees at workplace who will stay in business for long
term. As per the given case study, valmet is company at Finland who leads in suppliers of
automation, technology and services as well as global developer. It serves the paper, pulp and
energy industries. Company have more than 12000 emloyees within the organization.
This report will discuss the organization talent strategy, process, strategy towards the
employees retention and their developments. This report will also elaborate the challenges and
opportunities which associated with talent developments and resourcing. This will also discuss
the best processes or initiates to retain and develop the best talent within the organization. This
report will also evaluate the talent management approach with the helps of models and theories.
MAIN BODY
1) Talent management strategy, policies and process towards the retention and
developments of employees.
Talent management strategy helps business to improve their innovative recruitment and
performance management of employees. Employees performance is directly related with
company performance. These strategies help in attract a retain more employees such as:
 use training development tools and activities: company can use the training
developments stools such as video training, micro learning platform, learning
management system, etc. that helps in attract more employees towards the organizational
goals (Amushila and Bussin, 2021). This also helps in enhance employees skills and
knowledge as well as learning experience within the organization.
 Standardize strategy: employees are assets of company. Hiring talent employees help
business to become succeed. So company need to adopt standardize strategy for talent
review and on-boarding processes within the workplace for recruit talented employees

through the helps o effective job description templates. On-boarding process helps in
understand the company culture and its vision.
 KPI strategy: through the helps of track and measure performance is important for
business team. Key performance indicator helps in track the current performance and
track past performance of employees as well as measure for carried out employees
weakness and its challenges.
 Increase motivation: Valmet company need to adopt the motivation strategy for
employees because it helps in boost team and increase initiatives towards the business
goals.
 Develop organization leadership training with leader: Valmet company need to provide
he continuous training to employees for improve the leadership skills. File and rank
member of organization. This helps in provide better support to employees with right
direction.
 Cultural computability: it also helps in retain more employees because company
culture consist the rituals, behaviours, values, symbols of company and its workers.
company culture helps in attract more employees towards the business and its is
beneficial for Valmet company to maintain good culture.
 Promote intervention and mentoring: this is the most powerful strategy that can used
by Valmet company to retain talented employees and improve the performance of
employees. Mentoring helps in development of employees because directly linked with
two people interaction wherein mentee take helps from mentor for improve their skills
with the help of collaboration, teaching and communication.
Policy of talent managements:
It ensures that the achievement of employees and also retain talented employees across
the whole institution. The quality of employees and people across the business to grow and
success. Selecting and attracting the people into role for short-term ad also improve the business
longer term succession. Talent policy ensure that the Valmet company select best candidates
with the use of ethical and legal recruitment process and practices (Kumar, 2022). Talented
employees are critical for the future sustainability o business by adopting the economic, business
and technological environments.

 Tracking developments activities of employees and makes it effective with training and
developments.
 Use appropriate channels and assessment for selection process of employees.
 Company need to provide assurance of compliance with the regulatory and legal
requirements and internal policies in relation to human tracking, labor and child force,
prevention of slavery and relation to recruitment. This must includes the relevant
documentation of these employees retain policies.
 Company must ensure that appointment of employees is approved at appropriate level
such as appointment to the leadership team are approved by the Valmet company.
Process of talent managements:
It is the most important process for business because it helps business to become more
effectively success in the competitive marketplace. Talent management process includes the
every aspect of retaining, attracting and selection the appropriate employees for Valmet
company. talent management process is based on the company upcoming goals, business
objectives, business size. This phase is focus on the retain the performance management of
employees and retain top talented employees within the organization.
Talent management process includes the various steps such as:
 planning: This process includes the identify the requirements of human resources, select
required skills candidate from the ideal, create job descriptions and complete workforce
for candidate recruitments.
 Attracting talent: Company wants to fill the external and internal vacant position at
Valmet company. Valmet focus on retain talented employees and boost employees
morale for attracting talented employees wit required skills and knowledge.
 Selecting: This process is based on the type of job and it includes the Watten test, resume
short-listing ad face to face interview. In this stage, selected candidates go for the last
phase to discuss expected benefits and salary.
 Developing: Selected candidates join the business and become Valmet employees so
employees need to develop its skills and knowledge according to the job roles and
responsibilities (Yeswa and Ombui, 2019). Company develop the better culture for
employees developments with training to enhance their work performance.

 Retaining: After hiring talent employees, Valmet company need to focus on employee's
retention rate with better strategies that includes the increments, promotions, rewards and
provide growth and developments opportunities to employees within the business
organization.
 Transitioning: This is the last step of talent management where employees can leave the
business, and they can replace by the other candidates. This consists the conducting exit
interviews and decide that who will replace them.
2) Opportunities and challenges by talent managements
 Talent management challenges: talent management is not easy within the
organization. There are various problems comes under talent management because
manager is not invested in unmotivated employee's and some employees are not good fit
for business such as:
Inexperience with technology: Technology is mots important for business operations.
Business use the accounting software, applicant tracking system and payroll. With the
helps of using software company saves it time and also growing their business
(AGARWAL, 2018). So, company face the technologies challenges in recruiting hire
talented employees.
 Ineffective leadership: with ineffective leadership within the organization, employees
not ave nay guidance and monitoring, and they face issues in developing themselves.
Valmet need to come together and keep employees train and monitor.
 Poor hiring strategies: sometimes business not able to find out that there to start with
hiring as well as not able to find out that how to attract talent candidates within the
organization. Due to ineffective hiring strategy, Valmet might face some challenges in
hiring talented employees because talented candidates not wait for an offer.
 Employees turnover: Talent management of Valmet company focus on develop the
employees from begin to end because it helps in make employees challenged, satisfied,
and feel values with their specific job roles and responsibilities. Due to the turnover
company face challenges because talented employees leaves business to gain more
turnover so, the talent management need to manage the turnover of talented employees
because manage face challenges with HIPOs so talent management need to manage the

turnovers and promote to talented employees within the organization to retain candidates
also develop business growth and profitability (Wiradendi Wolor, 2020).
Opportunities for talent management
There are various opportunities for talent management to helps business in achieve the
objectives and success business effectively.
 Create ethical culture: Valmet company can set the standards for ethical behaviours,
reduce business complexities, increase transparency and develop the better culture for
business and it is more opportunities for talent management. Ethical culture helps in
retain more employees and it is the best opportunities for talent management to retain and
develop employees within the organization.
 Develop leadership: company have opportunities to improve the leadership qualities
within the organization which are most essential for business to motivate and inspire
employees and also work towards the successful activities to monitor and guide workers
at workplace. thorough develop more leadership within the organization is more effect
for business because it helps in better manage employees and retain employees so, it is
the best opportunity for talent management.
 Training and development: Its is also opportunities for Valmet talent management to
enhance the employees skills and knowledge for accomplish the specific goals
(Farndale, Phillips and Beamond, 2019). The training and development are mots
important for Valmet employees because it helps in make them motivated and also
inspire them.
 Drive innovation: Talent management can drive innovation that helps in enhance
interest between employees and employers regarding business. Talent management able
to find the problem solver and capabilities of new tools with original ideas that are better
opportunity for them.
 Stay competitive: This is the best opportunity for talent management that they hold their
company in competitive market place. Valmet company can being competitive with the
helps of talented employees within the organization. Sty being competitive in market
place is the best opportunity for business to attract more employees and become
successful.

3) Critical discussion of the organization's best processes or initiatives to retain and develop the
best talent.
Valmet is a large organization which has 12000 employees and company highly believes
in valuing its employees as they are the one who brings most value to the organization. It is a
technological solution provider company which seeks great talents in the organization who can
make service delivery effective. Company is constantly trying to adapt various techniques and
measures which enhances various aspects like employee retention, employee development,
employee productivity etc. HIPO (high potential) solution is one such practice which was
implemented by the company in the hunt of the managers and leadership pipelines (Anlesinya
and Amponsah-Tawiah, 2020). It is helping company to identify those individuals which posses
the leadership qualities and picture them in to the future leadership roles. Also, company believes
in providing proper guidance to the employees which can lead to their overall growth in terms of
the leadership qualities. For this company has established performance management system in
the organization which identifies the training and development requirement of the employees and
according to those requirements they are given training of the several aspects. Such training
helps employees grow individually as well as professionally which develops a sense of personal
goal achievement in the staff. It helps in employee engagement as well.
Valmet corporation requires assurance of its future pipeline of leaders who brings the
best level of productivity, profitability and stability for the company. As future of the
organization must be in the hands of appropriate people who leads the organization very well.
Company has developed a continues development program which enables growth of employees
in the direction of the organizational growth. Valmet is a service based organization which needs
employees to have up to date knowledge of each skill set which is important for the business.
Company deals in developing and supplying technology, automation services. And technological
advancement are happening at the fast pace in the industry which makes organisation very
vulnerable to the changes (King and Vaiman, 2019). Company is looking for people who dose
not only have the technological expertise but also have the leadership skills in them who can
become the potential leaders of the organization in each sector. Vice president of talent
management in the Valmet keeps emphasizing on the need to identify, manage and develop the
promising employees.

Training and development of the employees is very important. An employee works in the
organization because he or she sees the potential of fulfilling their personal goals. These personal
goals can be monitory, motivation, professional development etc. Employees wants to grow
professionally and if their workplace is enabling that growth factor which is in terms of proving
the training and development, it makes them grow professionally. Hence, training and
development which are the part of Valmet corporation is vital for the employee retention in the
organization. Monotonous jobs have the highest rates of attrition in the economy and the main
cause is when an employee observes the blockage of growth in the organization they tend to
switch the jobs (Narayanan, Rajithakumar and Menon, 2019). Rewards and recognition plays
vital role as well. Staff must be recognized for the work they are doing and when an outstanding
job is performed by anyone they must be rewarded for the same. This boosts the morale of the
employees and helps them retain in their jobs.
Yet there are many areas where company needs to grow and develop a different
prospective rather than just doing what they are good at. Valmet does not have any growth
structure set in the organization and it is a negative factor. For employees, it is important to see
themselves in the growth hierarchy which makes them work hard. Absence of growth hierarchy
takes a toll on employees regarding working without any direction. It acts as a set back and
demotivate employees. There should be a navigation plan which makes a person grow if they are
following those measure (Maurya and Agarwal, 2018). Company needs data base of the
employees which can help in identification and measurement of their performances within the
organization such data base will keep a detailed record of their productivity, work, absence etc. it
will help in monitoring their performance and identification of the needs regarding training,
guidance, support and motivation. There are certain areas like continues performance
development plan of the organization which needs adaptation of the informal ways to interact
with the employees in order to know if they really have ambition to be leader some day and then
formally assessing them silently regarding their existing qualities. Further guidance and support
can be provided to those individuals who have qualities to be the leaders.
4) Critical evaluation of the organization's talent management approach using 2 relevant models,
Talents management at the Valmet corporation can be evaluated using the talent
management model. Talent management model states there is continues 5 step process which
needs to be implemented the organization to have an appropriate workforce management

(Whysall, Owtram and Brittain, 2019). It states the optimal workforce. These 5 steps are
planning, attracting, developing, retaining and transitioning. Under planning organization
forecasts its requirement of the workforce and kind of talent it wants for the business, under
attracting job role are posted which attracts candidates to apply for the same. Under developing
on boarding those employees and proving training and development, remuneration, measuring
capabilities. Further under retaining, remuneration and their expectation needs to be understood.
Under transitioning, employees are leaving jobs, retiring, or being promoted to another position.
This talent management model is followed by Valmet, yet not in the most effective way.
Company needs to measure its attrition rate and determine the cause for the same. High attrition
rates indicate company is specifically failing in retaining and developing stages of this model. It
indicates that employees in the organization needs to be taken a proper feedback about their
work, work-life balance, organizational culture and their opinion on the betterment. This talent
management model requires continues adaptation and implementation, only then an organization
can successfully reduce its attrition rate, improve the performances. Employee engagement in the
organization is also a very important aspect.
Job embeddedness theory is one of the employee oriented theory that states that it is the
collection of different forces which influences the employee retention in the organization
(Meyers, 2020). This theory believes in focusing on all the aspects which keeps employees in the
organization rather than the phycological process they go through while quitting. In the recent
times when the retention power of each inducts is low, specially information technology
industry, it is high time Valmet focuses on various aspect which enhances the talent management
in the company. Valmet is also a technological company which has high employee retention
issues. This model states that company must look after those check points which makes
employee a part of the organization willingly. Employees perspective must be kept on top and
understanding their needs and expectations from their working place must be determined and
then same must be fulfilled. There are 3 important dynamics of this theory which is link, fit and
sacrifice. Here “fit” can be understood as employees comfort level or perceived compatibility
within the organization. It considers tangible and non tangible aspects such as workplace,
surroundings, amenities, perks, benefits, job requirements etc. second aspect is link, it is the
number of connections an individual has within the organization and in community. It impacts
the job of the person as more links an individual has in community and organization, more they

will be embedded in the organization. Third aspect is the sacrifice, it is the sacrifices one needs
to make on the job places like loss of colleagues, projects, perks and switching jobs (Hasanpour
and et.al., 2019). An individual notices all these aspects which brings him an overall satisfaction
or dissatisfaction at the work place.
Valmet corporation needs to adapt this theory of job embeddedness which will helps with
the talent retention and gentleman in the organization. As adaptation of this theory will enhance
the organization's capability establish a link between various aspect which are driving forces
behind the satisfaction of the employees. This theory will at leat help identify those hurdles and
shortcoming which company neds to meet. Currently company is just focusing on the training
and development requirement of the employee which makes them better leaders and provide the
technical experts, which is not enough in the long term. Company might face a loss of
connection between an alignment in the organizational goals and personal goals of the individual
and same can be met by enabling this theory and considering three aspects of employees which
are fit, sacrifice and link (Son and et.al., 2020). Yet majorly company needs to understand the
sacrifice which makes employees quit the job and perform bad in the company. Currently it has
12000 employees and it further seeks to grow its work force due to the vision of growth, which
will require company to adapt talent management model and job embeddedness theory. As his
theories perfectly match with the organization's vision of finding the right leaders for the
organization which can enhance the profitability and success of the company.
RCOMMENDATION
Recommend that Valmet company should use some effective talent management theories
and practices improving the developments of employees as well as retain more employees within
the Valmet company.
 To identify more effective methods to retain and develop employees.
 Company should improve business diversity management for attract more employees.
 Talent management should engage, identify and attract more employees for increase
business valuable.
 Talent management also need to improve the business structure because it will also help
in tract and gain more employees and satisfied them.

 Valmet need to hire talent management at various levels such as talent coach, director of
talent, talent manager, talent speciality, head of talent for build better talent management
team to retain more employees.
 According to the CIPD resources, Valmet talent management should encourage the
earning and development for employee's with the helps of on the job training method
(Harsch and Festing, 2020).
 company should provide some activities for employees by human resources to motivate
them and provide some relaxation through meditation and music.
 Talent managements should also conduct the performance measure for employees
because it helps in found out the individual challenges and opportunities for better
improvement and enhance their performance.
 Valmet company should promote the talented employees by talented management within
the organization.
CONCLUSION
As the conclusion, talent management in business for retain and develop employees
challenges and opportunities. It is business strategy for minimize employees turnover and
manage talented employees. This is quantitative research on Valmet company 1200 employees to
retain and develop their performance within the organization. It helps in employee retention with
main drivers such as workplace flexibility, career development, increase employees experience,
increase career developments. It directly impacts on business performance. Valmet company
face retention and development issues within the organization with HIPO model to complete
online assessment map against the aspirations ability and opportunity. Valmet company wants to
lead employees qualities and succeeded them in their position with guiding and monitoring
predictive of leadership success.
In the conclusion, this report discussed the talent management strategies, policies and
processes for retain and develop the performance of employees with turnover, promotion,
diversity, compensation and head count as well as improve company revenues and profit growth.
This report also elaborated the relevant challenges and opportunities which associated with talent
resourcing and developments. This report also evaluated initiative to retain and develop the best

talent as well as organizational talented approach with the relevant theories and models. This
also recommended effective talent management strategies according to CIPD resources.

REFERENCES
Books and Journals
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employee retention: Evidence from Indian it firms. Journal of Internet Banking and
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Amushila, J. and Bussin, M.H., 2021. The effect of talent management practices on employee
retention at the Namibia University of Science and Technology: administration middle-
level staff. SA Journal of Human Resource Management. 19. p.11.
Anlesinya, A. and Amponsah-Tawiah, K., 2020. Towards a responsible talent management
model. European Journal of Training and Development.
Farndale, E., Horak, S., Phillips, J. and Beamond, M., 2019. Facing complexity, crisis, and risk:
Opportunities and challenges in international human resource
management. Thunderbird International Business Review. 61(3). pp.465-470.
Harsch, K. and Festing, M., 2020. Dynamic talent management capabilities and organizational
agility—A qualitative exploration. Human Resource Management.59(1). pp.43-61.
Hasanpour, A. and et.al., 2019. Designing Talent Management Model in the Banking Industry
Using Grounded Theory. Management Studies in Development and Evolution. 28(93).
pp.93-129.
King, K. A. and Vaiman, V., 2019. Enabling effective talent management through a macro-
contingent approach: A framework for research and practice. BRQ Business Research
Quarterly. 22(3). pp.194-206.
Kumar, S., 2022. The impact of talent management practices on employee turnover and retention
intentions. Global Business and Organizational Excellence.41(2). pp.21-34.
Maurya, K. K. and Agarwal, M., 2018. Organisational talent management and perceived
employer branding. International Journal of Organizational Analysis.
Meyers, M. C., 2020. The neglected role of talent proactivity: Integrating proactive behavior into
talent-management theorizing. Human Resource Management Review. 30(2). p.100703.
Narayanan, A., Rajithakumar, S. and Menon, M., 2019. Talent management and employee
retention: An integrative research framework. Human Resource Development Review.
18(2). pp.228-247.
Son, J. and et.al., 2020. Double-edged effect of talent management on organizational
performance: the moderating role of HRM investments. The International Journal of
Human Resource Management. 31(17). pp.2188-2216.
Whysall, Z., Owtram, M. and Brittain, S., 2019. The new talent management challenges of
Industry 4.0. Journal of management development.
Wiradendi Wolor, C., 2020. Implementation talent management to improve organization’s
performance in Indonesia to fight industrial revolution 4.0. International journal of
scientific & technology research.
Yeswa, L.S. and Ombui, K., 2019. Influence of talent management strategies on employee
retention in hotel industry in Kenya. International Academic Journal of Human
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