Talent Management for Complex Business Structure- myassignmenthelp

Question: Discuss about theTalent Management for Complex Business Structure. Answer: With the ramified economic changes and complex business structure, each and every organization should be more inclined towards hiring talented staffs and employees. If organization wants to be competitive in market then it has to develop effective core competency in market to beat other rivals. This essay has shown how well organization could use its core competency to create edge in market (Joyce, 2009). Organization as competitive for the talent in future It is evaluated that talented or efficient employees in organization are the key pillar for the business success. It is considered that if company could use efficient and talented employees in its value chain activities then it will surely help organization to develop core competency in its two determined strategic plan such as cost leadership and product differentiation. These levels of strategic plan help in overcoming the sluggish market factors and increase the overall market share of company. There are several companies which have got destructed due to the less efficient staffs named GE capital, Wesfarmers, Tesco and ITC. These companies are investing its more amount of capital and preparing employees oriented policies. If organizations do not keep its efficient employees in its business then it will not only destruct the value of the organization but also decrease the market share of company at large. Talented employees or efficient staffs provides several intents such as reduc ed level of cost of production, creation of synergy, value creation of business and more effective market share for the better satisfaction of clients (Le Pape and Smith, 2007). In Lucky caf, I observed that management staff members had invested their money in training and development department. This will help organization to build effective talented employees in organization in future. Core principles that should be the basis for building a talent pipeline Economic and industry environment for the industry Employees are the key pillar and creation of core competency of organizations in market is highly dependent upon the success factor of employees in particular organization. For instance, if one employee is efficient in doing work and found a way to deliver the particular task in less time and less cost. This employee could easily increase the value of the investment by making his efforts. There are several core principles that should be undertaken for creating the effective talent pipelines (Joyce, 2010). Employees oriented policies and regulation If organization could develop employees oriented policies and frameworks then it will increase the value of the investment and will also increase the overall production level. It will increase the employee turnover and value investment in effective manner. It is evaluated that employees could be more talented if they are having high experience in particular value chain (Silzer, Church (2010). Training and development department investment for HR development It is the one of the most effective principle. It is evaluated that if organization could invest its capital in investing money or capital Training and development department investment then it will make employees more employable and increased the overall production level. The HR development will surely increase the value of the investment. It will help process system of organization to make the pool of the talented employee to make better value creation. Experience In my own experience of Job in Lucy caf, I observed that HR department of that company is very effective and use all the online and offline sources to hire talented employees. These talented employees increase the overall efficiency of business. This talent pipeline helps in overcoming the issue of management of business in case of vacancy and sudden vacation in business Organizations align talent pipelines to their talent management initiatives If company wants to align the talent pipelines to their talent management initiative then it could conduct the proper appraisal methods, conducting meeting and evaluating the performance of existing employees. This level of method will help organization to create value on the investment in determined approach (Silzer Dowell, 2010). The current experience of my job was in Lucky caf where I saw that if one person does not come at particular date then the immediate subordinate persons take care of that position and take handle all the charges and functioning in determined approach. References Joyce, L. W. (2010). Building the talent pipeline: attracting and recruiting the best and brightest.Strategy-Driven Talent Management: A Leadership Imperative. San Francisco, CA: John Wiley Sons. Joyce, L.W., 2009. Building the talent pipeline.Strategy-Driven Talent Management, p.123. Le Pape, C. and Smith, S.F., 1987.Management of Temporal Constraints for Factory Scheduling(No. CMU-RI-TR-87-13). CARNEGIE-MELLON UNIV PITTSBURGH PA ROBOTICS INST. Silzer, R., Church, A. H. (2010). Identifying and assessing high-potential talent.Strategy-driven talent management: A leadership imperative,28, 213-280. Silzer, R., Dowell, B. E. (2010). Strategic talent management matters.Strategy-driven talent management: A leadership imperative, 3-72.