V.Thusjanthan

  Talent Management Recruitment and selection The overall aim of the recruitment and selection process should be to obtain at minimum cost the number and quality of employees required to satisfy the human resource needs of the company  (Amstrong’s 2006) . The three stages of recruitment and selection  (Amstrong’s 2006).   defining requirements - preparing job descriptions and specifications; deciding terms and conditions of employment attracting candidates - reviewing and evaluating alternative sources of applicants, inside and outside the company, advertising, using agencies and consultants selecting candidates - sifting applications, interviewing, testing, assessing candidates, assessment centres, offering employment, obtaining references; preparing contracts of employment. (Amstrong’s 2006)   Source: (Amstrong,2006) People resourcing programme, which is derived from the human resource plan. In addition, there will be demands for replacements or f...

  Global Talent Management Talent management has gained mainstream acceptance in the practitioner community as a key management activity in recent years. This was prompted by research, in the late 1990s, by a group of McKinsey consultants who coined the phrase “the war for talent” to reflect the central importance of employees to the success of top performing companies (for a summary see Michaels, Handfield-Jones and Axelrod, 2001). Although the global aspect of talent management may not have received explicit emphasis in the consultants’ early work (neither multinational, global, nor international appear in the index to the Michaels et al, 2001 text) tellingly the vast majority of companies on which their research ware based all had some degree of international operation. The interest in talent management has not abated in the past decade. A recent report highlighted that seven in ten corporate leaders spend in excess of 20 per cent of their time on talent management activities ...

  Talent Management and Work Engagement Talent management plays a crucial role in organizational development, particularly employee development. It consists of the planning process, employee recruitment, employee development, management, and compensation of employees (Dessler, 2015). Aljunabi (2014) added that talent management is indicated by several factors such as talent developments, talent culture recognition, policies, and leadership support. Meanwhile, employee engagement is a process for involving employees at all levels of the company, such as in the process of decision-making and solving company issues. Besides, employee engagement can also increase the sense of belonging and responsibility for decisions by involving employees who are in direct contact with work (Tjiptono & Diana, 2003). Among several variables, talent management is one of the important aspects whose implementation must be considered by the companies. Talent management relates with employee engagement...

  Talent management Strategy   Talent management to support the corporate strategy In this case, talent management is understood as a sum of activities to support the corporate strategy (Selzer and Dowell, 2010). There is some support for the concept that those organizations with a strong link between talent management practices and corporate strategy report higher (Huselid 1995, Joyce 2007, Tansley2007). Additionally, if companies’ emphasis one strategic goal over other goals, priorities can be settled on a corporate level and are no longer decided by workers on the front line (Lipsky, 2010). Therefore, the sum of activities is purposively focused on one superior corporate goal, and the impact on financial and organizational outcomes is higher. Furthermore, if talent management is recognized and realized as part of a corporate strategy, a companywide talent mindset can be implemented (Cohn et al., 2005); also, talents feel appreciated and have higher motivation and stro...