Talent Planning

This paper is going to describe OCBC’s unique approach to talent management and development. Compare OCBC’s approach to talent management and development to other organizations you are familiar with (e.g., current or past employers, a family business). Explain how OCBC’s approach to talent management and employee development been a primary contributing factor to the firm’s success. Evaluate the extent to which OCBC’s approach to talent management and development fits other organizations or industries, including some limitations if applied elsewhere without modification.

* Recruitment policy; will provide a framework for recruitment policy. Policies and procedures on how to recruit, who to recruit and based on what.. Policies and procedures will be adhering to Legal Factors such as: Law and various acts such as Child Labour Act 1986, Equality Act 2010 & Discrimination, Immigration etc.

It is essential for every organisation to understand the recruitment trends as by attracting the best talent, organisations will have an advantage over their competitors. When talent planning, organisations should promote a career opportunity, not a job opportunity as this gives a whole new outlook to any potential employee.

This report identifies and assess factors that affect an organisations approach to both attracting talent and recruitment and selection. It also identifies and explains benefits of attracting and retaining a diverse workforce, describes methods of recruitment and methods of selection.

With this, the company shall consider the reasons of the skilled worker that matches the job qualifications and requirements that may be to work for the company (internal recruitment) or living in the area (external recruitment) (Dussault and Franceschini, 2006). Also, the organization should consider the financial aspects associated with any training individuals to meet the job specification or offer compensation and relocation incentives to attract qualified workers from other

Employers pour time and other resources into their employees on a daily basis. Benefits, salaries, training, development are just a few of the areas that employers need to provide in order to attract the types of individuals that are best set to support the organizations path forward. With this in mind, finding the right person for the job is key to continued success. Traditionally companies have turned to internal hiring practices that can be complemented by lead generating sites or head-hunting firms aimed at sifting through the masses to find a handful of those that might be categorized as the right fit.

Recruitment and talent resourcing are crucial to organisations. They make a substantial contribution to the business performance by identifying, attracting and retaining the right people.

The first key concept related to talent pooling is the notion of succession training. Inevitably, personnel in leadership positions will leave to pursue other endeavors. Subsequently, appropriate talent must be trained in order to help foster continued growth within the particular business. Talent pools first help identify the available talent with the company. This talent pool usually consists of an assessment of available candidates in regards to their skills and abilities. Many individuals within a company vary in both their functional expertise and their ability to appropriately use their particular expertise. Talent pools help identify these candidates to insure continued growth of both the business and the individual. The concept of the talent pool is to

When looking at the term ‘Talent Management’, one can interpret it in many ways. In fact, the term is so broad; no specific definition is shared yet. (Garrow & Hirsh, 2008) As Lewis & Heckman (2006) said, often, many assumptions are made when discussing the term Talent Management. When

The most important part of any successful company is its people. Recruiting, hiring and developing the right people is a large part of what make a company successful. Hiring the right people and developing them is as important as oil is to an engine. It weaves throughout the engine and without it, the engine would seize. People plan the strategy, build the products, service them, and program the systems to sell them. There are a number of steps in managing talent, but they all begin with a good plan. Having a strong workforce doesn’t happen by chance, it requires investment and intentional action. This paper will review some of the key aspects of talent management discussed in the first seven weeks of this course and their importance.

In this post, we’ll explore what talent management entails and why it’s an important aspect of organisation’s operations. We’ll examine the current situation and the key challenges facing organisations. Finally, we’ll introduce five trends key to the future of talent management.

A business case for organizations to adopt talent management as part of their strategic human resource management.

Beardwell and Thompson (2014) Define Talent as an individual whose skills and aptitude are adaptable across many other areas and can make a difference to an organisations overall performance. Many researchers differ in their understanding of what is Talent Management, thus there is little consensus among the literature. Collings and Mellahi (2009) suggest that the topic Talent Management has received a huge degree of interest from both academics and practitioners. McDonnell (2010) argues that the Talent Management is unpredictable and that there is nothing concise about Talent Management. According to Thunissen, Boseile and Fraytier et al 2013 notes that Talent Management as a topic is becoming a criteria that

Employee recruitment is the procedure employed by a business firm in the location and attraction of potential job applicants with the aim of filling a vacant job position (Helms, 2006). In order to optimize competitive advantage, below is a recruitment strategy used

I would like to express my sincere most gratitude towards my teacher, Dr. Aswathi Nair (Assistant Professor, Alliance University) for providing me with the opportunity to do a research on this subject matter and present my findings. I would also like to thank Prof. Asha P (Assistant Professor, Alliance University) for educating me about the nuances of Human Resource Management and its various applications in the industry. The list of acknowledgments would not be complete