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1.1 Introduction
The research study is going to analyze the talent management strategies implemented by the human resource management department for enhancing employee productivity. Hence, it indicates the strategy of talent management. Through which allows the dynamic usage of analytics to determine the huge number of people. Through using the effective skills, the firm will need in upcoming days. Talent management strategies is a big role of HRM and it is a big part of company which allows the use of analytics to identify the number of people with particular skill sets the organization will need to future. In the introduction part, the researcher has critically discussed about the talent management strategies that are been implemented by the HRM department to increase the productivity of the employees. The main aims and objectives of this research study have been also provided with stating the rational for the whole research in a large manner.
1.2 Background of study
The study described the major process of strategies which is important to the HRM department to increase the employment scale. The general overview of the talent management strategies identifies the necessary components for increasing the productivity of the employees. In this study the process of talent management strategies is described which is a major part of human resources department. HRM has use some method to develop their company and this process are planning, attracting, selecting, developing, retaining and last is transitioning. These methods are done by organizational strategies and performance and outcomes. Talent management readily helps employees in making engaged, motivated, and skilled with improving the business goals and growth through increases the employee’s satisfaction and business performance in a large manner. The main goal of the research is to implement talent management strategies by the HRM in order to increase the productivity of the employees and promote growth within the organization. A talent management system is an adaptable system which helps to improve the standard of the performance in the organization.
At the same time, it enables to meet the expectations and needs of the employees that’s why they feel satisfied and it helps in increasing the business growth. The company able to reach applicants and identify the most qualified candidates through effective recruitment strategies and they use employee training and development tools and activities like, video training software, learning management systems, microlearning platforms. The HRM can build their skills and grow professionally by using powerful skills. Hence due to HRM issues, some organization lacks in promoting effective growth as they fail in promoting adequate training to the employees. It also leads to create loss for the firm as the employees promotes dissatisfaction due to ineffective HRM policies
1.3 Research aims and objectives
Aim
The main aim of the research is to implement talent management strategies by the HRM in order to increase the productivity of the employees and promote growth within the organization.
Objectives
The main objectives of the research study are:
1.4 Research questions
Question 1: What are the talent management strategies implemented by the HRM?
Question 2: How does employee productivity increase by talent management strategies?
Question 3: How organizations promote growth and success by strategies of talent management?
1.5 Rational
Talent management strategies in organization have provided better onboarding experience to the employees. Hence the department of HRM has given more opportunities to the employees in the organization by providing training and orientation sessions. The HRM department faces issues lack of talent within employees due to which it effects the productivity of the employees in a large basis.
1.6 Research methods
The research methods have been discussed are the research philosophy, research approach, research design, data collection method, data analysis method, research tool, sampling procedure, research gaps and ethical consideration. Research has been conducted by applying the positivism philosophy by the researcher. The philosophical research area helps to gather the evidence in support of the research. The deductive approach has been applied in the research approach process to examine the specific areas of talent management on a large basis.
“The deductive approach” helps to identify the specific factors which can help to analyze the position and performance of the organization. The researcher has applied the descriptive research design in order to conduct the research and the design also helps to provide the situational activities of the research report.The researcher has applied the Secondary data method in the research and the qualitative data analysis method has been applied by the researcher in this research process. The researcher has used the internal and external sources to collect information which is meeting the objectives of the research process. Data protection act of transparency further helps to protect the data and information related to the employees.
1.7 Research scope
Research scope is a vital part which indicates the basic strategies to enhance the productivity of the employment. The main research scope is to discuss the effective strategies that are implemented by the HRM to increase employee performance.
1.8 Problem statement
The problem statement in the project indicates the multiple issues that are faced by the HRM in meeting the organizational goals and objectives through acquiring the best talent with making employees more productive in nature.
1.9 Research significance
The significance of the study is generally explaining the importance of the talent management strategies in the productivity of the employees. The research is required to carry out in order to make the organization more aware about the future talent management strategies which could lead to gain better sales and profitability in future.
1.10 Research outline
The introduction of the dissertation is explaining the aim and objectives of the research to verify and understand the design of these talent management strategies. The basic subject and scope of the study indicate the focusing on the positive impression of talent management strategies in the organization.
1.11 Summary
The chapter of introduction focused on increasing the employee’s productivity through the implementation of the talent management strategies by HRM of the organizations.
2.1 Introduction
“Talent management is the selection and retention” of the employees which involves the “combination of HR processes” across the life cycle of employees. Talent management is a continuous process of enhancing the knowledge as well as skills through the various types of training. Additionally, talent management helps to improve the performance by inspiring the employees, and promoting a good work environment. Additionally, it will discuss the conceptual framework, and the talent management strategy that has been implemented by the HRM management. Further, it will be discussed how the productivity of the employees can increase through the strategy of talent management. Moreover, it will evaluate the growth and success of the organization; also it will evaluate the literature gap. Talent management system is an onboarding process which helps to develop the company growth and profit. In the literature review part, the researcher has critically discussed about the talent management strategies that are been implemented by the HRM department to increase the productivity of the employees. Theoretical framework, growth and success of the organization has been discussed in a large manner.
2.3 Talent management strategies implemented by HRM
Talent management is a constant process of attracting the employees, enhancing their skills, knowledge through the training process. Additionally, talent management helps to provide a positive work environment which helps increase the productivity of the employees as well as it can boost the overall efficiency of the organization (Akundaet al. 2018). There are ten types of strategy that can be implemented by the HRM in order to enhance the productivity of employees. The HRM management has used the ten strategy that would help to enhance the employee’s productivity. The strategies are “use employee training and development tool, standardize strategy for talent, track and measure performance, give feedback and reviews”. Moreover, it has been used the “recognize and reward top performers, increase employee motivation, provide curer development paths, establish goals and objectives, promote mentoring, and focus on cultural compatibility” (King and Vaiman. 2019).
Employees are considered the backbone of the organization. Hiring good employees is one of the most important things in order to achieve the goal of the organization in the near future. Track and measure the performance of employees can be a best strategy to identify the problems and also the performance of employees. Further, it can help to identify the possible knowledge gaps as well as current weaknesses of employees. The constructive feedback provided to the employees helps them to enhance the skills and knowledge over the time. Further, the feedback process helps the organization to improve the efficiency through the employees. Employee recognition can greatly impact the organization. Additionally, it has been observed that lack of recognition and appreciation is one of the reasons why the employees leave the company. Moreover, it can be the best way to mitigate the risk and keep happy motivated at work. Curer development paths can also be considerable as strategy of talent management. Without the skill development programs and growth opportunities, the employees are more likely to leave the organization. By providing the clear development path the by the talent management the employees can enhance the knowledge and skills.
2.4 Increase in the employee productivity by strategies of talent management
The overall productivity and performance of organization can depend on the performance of employees. In order the talent management strategy play a major role to improve the productivity ofemployees. Effective job description helps the HRM management to find out the best and potential employees, also the HRM should mention in the job description what kind of specific qualities they are expecting in the employees. As it helps to identify the potential employees and specific skills and knowledge that can be beneficial for the company. The talent management is a continues process of development of skills in the employees. Proper observation of employees will help to identify the issues that the employees are facing, and the HRM management can make the strategy to Migita the issues and enhance the productivity. Further, higher productivity in employees will help to achieve the overall goals of organization in near future (Bibi. 2019).
Proper engagement top management and technology can able to enhance the employee productivity in huge manner. Additionally, proper engagement of management will help build the b communication between the management and employees. Moreover, it can be stated that the technology also contributes more efforts in the employee’s productivity. Proper knowledge and technology advancement further help to improve the productivity of employees in effective manner. In addition, it can be said that the company culture is also a key element that play a crucial role in the employees, productivity. By providing the good working environment to the employees, the talent management can enhance the productivity of employees as well as the organization performance. Promotional activity and reward process can also contribute more efforts to enhance the productivity of employees (El Dahshanet al. 2018). The organization can take initiative in order to give the rewards and bonus to the employees as per the performance. Such kind of initiative help to increase the performance of employees, also it motivates the other employees.
2.5 Growth and success of organizations through strategy implementation 300
The employees can be considered as the backbone of the organization. Additionally, it can be stated that the performance of company can be depends on the employee’s performance. Higher motivated and skilled employees can abele to contribute more efforts to the overall performance of the organization. As per the view of Dorghamet al. (2018), On the other hand, the inefficient and unskilled employees can affect the productivity and performance of organization which is not good for the company to achieve the objective in near future. Moreover, it can be said that the highly efficient employee can work more effectively and he can reduce the extra wastage in company, which help the organization to reduce the spending in large manner. Reduction of spendings with the help of employees can also contribute to improve the profitability.
Good leadership, decision making process, and proper strategy can make the organization successful. In addition, leadership in HRM management will help to lead the employees in order to improve the profitability and overall performance of company (Garavanet al. 2018). In the cultural aspect, by providing good working environment to the employees the organization can achieve the goals and objectives in the near future. Moreover, it has been observed that proper feedback process and engagement of top management with the employees have potential to improve the employee’s performance, and further it will be beneficial for the organization. Additionally, it is important to improve the performance and productivity of employees to maintain the sustainability of organization in the current market. Moreover, it can be said that the productivity of employees is directly associated to the outcomes and performance of individual units (WiradendiWolor. 2020).
2.6 Theoretical framework
The term talent management acquired various type of meaning that reflect the “HRM development in modern societies”. Some of the very early focus was on the hiring the top management and the signific of attracting and selecting the most“capable and intelligent talents”. Over the times, the HRM fields has developed, also some definition has emerged. Talent management theoryis “process and activity” that involved in the systemic identification of key position which contribute towards the organization competitive advantages to make development of talent pool at a high potential role. Someauthors consider as the talent management should start with identifying company position (Sheehan et al. 2018).
2.7 Literature gap
literature gap refers the issues or problems that has faced by the researcher. The researcher has not been fulfilling the research objectives due to shortage of times and lack of proper information. Moreover, it has been seen that the proper communication between the management and employees can reduce the issues and the management is failed to establish the communication. The work environment that provided to the employees is quite not sufficient to improve the productivity which affects the company’s performance also. Effective availability of information regarding topics assists to get a positive outcome and provide relevant information in research on talent management strategies and development. For this study, the only secondary source and qualitative data is used which is creating a huge gap in this study. The researcher has unable to meet the objectives within the study which has created a gap in accomplishing the requirements of the topic. In this topic strategies of talent management process have been discussed but any approaches of this topic have not been mentioned in this study (Alsawalhah, 2020).
2.8 Summary
It has been summarized for the study that, talent management plays a crucial role to enhancing the skills and knowledge in the employees. Additionally, the element management has adopted the ten strategies in order to enhance the productivity of employees. Moreover, it has been discussed the growth of organization through the strategy implementation. Also, it has been observed that the growth of organization can also depend on the employee’s productivity. Higher productivity level in the employees can improve the organizational performance.
3.1 Introduction
This chapter deals with the methods and techniques which will be used by the researcher in the entire research to fulfill the research objectives in a large manner. The aspect of research aims and objectives will be fulfilled while formulating the methodology by the researcher through using research design and approach. Further, the data collection process and sampling procedure would be determined in this segment. This chapter further helps to identify the various aspects of the timeline and research gaps on a large basis. Talent management system is an onboarding process which helps to develop the company growth and profit. In this methodology part the researcher has critically discussed about the methods and techniques which has been used by the researcher. Research approach, research philosophy, research design, data collection methods, data analysis methods also has been discussed in a large manner.
3.2 Research philosophy
The research has been conducted by applying the Positivism philosophy by the researcher. The aspect of positivism philosophy helps to understand the analysis with the alignment of research objectives. Therefore, the implementation of this philosophy is advantageous as it “helps to identify the social factors” in the research paradigm (Grinchenko and Shchapova. 2020). The identification of social factors is necessary to proceed with the research in an effective manner. The philosophical research area helps to gather the evidence in support of the research. Hence, the positivism philosophy also helps to evaluate the positive aspects as well as negative aspects of the research (Bergdahl et al. 2019).Positivism philosophy and sampling regarding the talent management strategies are true and view that only factual knowledge gained observation including trustworthy and measurement.
3.3 Research approach
The deductive approach has been applied by the researcher in the research process to examine the specific areas of talent management on a large basis. Hence, the concept of deductive approach deals with developing the general ideas which can help to overcome the problematic dilemmas. “The deductive approach” helps to identify the specific factors which can help to analyze the situational condition of the research process. As opined by Akinyode and Khan (2018), the beneficial part of the deductive approach is that it remains focused on the scientific variation of the research.
3.4 Research design
The researcher has applied the descriptive research design in order to conduct the research. The researcher has been gathering the information regarding the informative data by applying the research design. The information regarding the situation helps to analyze the various aspects of the research analysis. The design also helps to provide the situational activities of the research report. The researcher has identified the various problematic areas by the help of descriptive research design, also it helps to determine the different behavioral activities (Mezmir. 2020).
3.5 Data collection method
The researcher has applied the Secondary data method in the research. The most beneficial factor of the secondary data method is that it helps to save time and it is easily accessible. The technique of secondary data analysis has helped to generate new insight regarding the research areas. The researcher has followed the secondary data which is a very co effective technique. One of the most benefits of the secondary data is that it provides a wider range of information to the researcher (Rivera et al. 2018). Secondary method has been applied in this research and these data has been collected from Google Scholar, journals and websites. The collected data is related to the talent management strategies by HRM for enhancing employment productivity. Qualitative data deals with an evaluation of observations which are required to conduct the research report in an effective and efficient manner. The data has been readily obtained through collecting information from past journals that has been integrated by the researcher in a large manner.
3.6 Data analysis method
The qualitative data analysis method has been applied by the researcher in this research process. The primary purpose of utilizing the aspect of qualitative data is its area of objectivity. Qualitative data deals with an evaluation of observations which are required to conduct the research report in an effective and efficient manner. The aspect of qualitative data has been followed as it depends on the concrete data. Finding of the data has been accurate and fair with the help of this technique (Suleimenov et al. 2018). Qualitative data has been applied in this research and it can be described as non numerical information that represents the nature of strategies on the talent management process. The technique of qualitative data analysis has helped to generate new insight regarding the research areas. Hence the data has been readily analyzed from the collected information from the past journals scholars related to the talent management strategies adapted by the organizations and their HRM department for increasing productivity and efficiency of employees in an integrated manner.
3.7 Research tool
The researcher has used the internal and external sources to collect information which is meeting the objectives of the research process. The internal processes that have been used by the researcher in this research study are the organizational report, employee’s database and HRM views in a large manner. External sources used by the researcher are the websites and past journals (Kravariti and Johnston. 2020).
3.8 Sampling procedure
Random sampling procedure has been used by the researcher in this research process. The aspect of random sampling is a part of sampling technique and each sample has an equal probability of being chosen. Informative data regarding the sampling process have been conducted more effectively with the help of this technique (Martino et al. 2018). Evaluation of getting a response is always much better in this method. The aspect does not follow the technique of non probability sampling. Distribution of the samples are known as distributors which is another added advantage of this technique.
3.9 Ethical consideration
The aspect of ethical consideration has been followed by the researcher in order to conduct the research. Research has followed the data protection act of transparency 2018, while conducting the research. Data security plays a crucial role in preceding the research report, also prevention of data theft and data breach has been followed while conducting the research. Data protection act of transparency further helps to protect the data and information related to the employees.
3.10 Research gaps
Research gaps show the issues and problems that have been faced by the researcher in the research process. Moreover, it has been observed that due to lack of information and data the research process has not been fulfilling the aim. Due to the shortage of time the researcher has not conducted the research in an efficient and effective manner. In addition, it has been seen that the HRM department cannot provide the appropriate information, due to which the researcher has faced the issues which affect the research process. In this study the researcher has not conducted the research in an efficient and effective manner in a short time span. The researcher could not provide exact data and meet strategies and approaches regarding this topic.
3.11 Project timeline
3.12 Summary
This chapter could be concluded by stating that various aspects of the methodological procedure have been followed. Secondary data collection method has been followed to conduct the research. In addition, for protection of data which are related to employees the researcher has used the data protection act of transparency 2018. The research aims and questionshave been considered critically before developing the pathway for the methodological aspects.
4.1 Introduction
In the current chapter of the research work, there are multiple talent strategies that have been used by the HRM to develop the employment structure in the organization. Through which the organization can easily grow their business performance in the market. By the help of multiple talent management strategies, the HRM team will generate the flow of workers in the firm. The talent strategies in the organization develop the workforce in the organization by which the companies can grow their recruiting structure in the external market. Hence, in the competitive market it is a necessary component in the firm by which the companies can grow their legal compliance in the firm. Although the performance of the employees also increased with the help skills and training in the organization. In the findings and analysis part, the researcher has critically discussed about how organization can easily grow their business performances within the competitive market. Employees efficiency, growth and success of the organization has been also discussed by the researcher in a large manner.
The HRM team has followed the multiple strategies in the firm such as
There are multiple benefits of talent management strategies such as increasing the performance of the employees in the organization, as well as increasing the hurting process which is implemented by the HRM in the organization. In the past days, the traditional strategy has been followed to grow employment productivity. Increase the motivation of the employees which means that an increasing motivation among the employees provides better results in the workplace, by which the business can run under the profitability scale. Hence, the motivation in the employees helps them to work with inspiration in the firm by which the employers in the firm have done their work with more efficiency (Aguinis, 2019)
4.3 Increase in employee’s efficiency by talent management strategies
The talent management strategies in the organization gradually increase the structure of employees by multiple strategies. Through the help of encouraging the learning opportunities in the workplace the employers have improved the work efficiency in the workplace (Pandita and Ray, 2018). On the other hand, another strategy of talent management is fostering a positive working environment which has provided the firm a better working environment. Through the help of a positive working process HRM department is able to grow the structure of employees in the organization (Ansar,and Baloch, 2018)
4.4 Growth and success by strategies of talent management
Talent management strategies increase the growth and success of the organization by providing the training and development tools activities in the firm. Through the help of training and development the growth structure of the employees has increased in a large scale. Hence, the organization has gained success in their business by growing the structure of the business. The usage of analytics in the organization to determine the huge number of people with the particular skills provide the increasing structure of the growth in the firm. On the other hand, tracking and measuring the performance of the employees provide the firm a better view to identify the efficient worker. Although the growth structure of the organization has gradually increased with the help of motivation providing strategy to the employers. That indicates the effective motivation strategy to the workers as well as employers has increased the workflow in the organization. Although, providing the essential knowledge and strategies to the employers is necessary to grow the organizational structure (Anwar, and Abdullah, 2021).
4.5 Summary
The talent management strategies help the employees to develop their performance in the organization. The implementation plan of the organization is much needed to increase the employment in the organization. Although it will provide a better communication strategy in the organization. Through which the employers as well as the workers have developed their communication skill in the firm (Pham et al. 2019). The talent management strategy includes innovative technology in the organization, which provides the firm a better strategy to develop the productivity of employers in the organization. Recognizing and rewarding top performers in the firm has attracted the employers by which the company can increase the work efficiency in the business (Mousa, and Othman, 2020). Findings regarding the effective management strategies applied by the organization has been also discussed in this study with taking information from past research in a large manner.
5.1 Introduction
Analysis and discussion of the findings and data readily indicates that the HRM team is facing issues in the talent management strategies. Hence, the research significantly has provided the benefits of the strategies of talent management. The basic advantage of the talent strategy to improve the overall performance of the business in the competition market. On the other hand, that involves a lengthy process of recruitment in the firm, lack of training and growth in the organization. Hence, with the usage of multiple strategies the organization needs to ensure the proper communication skill between the employees as well as the HRM department. By which the growth structure of the employee’s efficiency will increase in the firm. Hence, the difference and tools and techniques have been used in the project to grow the efficiency of the employers in the organization. The study has briefly explained the findings which indicate the various types of strategy have been used to evaluate the structure of the project (Azizi et al. 2021). In the discussion part, findings and data indicates that HRM team is facing issues in managing the talent management systems. In this part, employees ‘strategies and growth strategies has been discussed by the researcher with stating about the organization which is useful to increase the business growth through using the talent management strategies and approaches (Kravariti and Johnston, 2020).
5.2 Discussion on the strategies integrated by HRM management for employee’s efficiency
The HRM management are implementing advanced strategies in order to increase the efficiency of the employees on a huge basis. Firstly, it includes the review of talent through the onboarding process is another vital strategy in talent management by which the HRM department can review the talent of the employees. This is why hiring the well talented employees in the firm is an important part of the organization. Through which the company can succeed in the international market structure. It was very difficult to keep the record of all recruitment activities without help from the onboarding process. Employment training and development tools and activities in the organization indicate that the HRM manages their employees and workplace by providing the seminar activities, orientation session, as well as software learning project. Employee training tools in the organization like video training, projector procession, which help the employers to identify the learning process in the business. Hence, Rewarding the top performer is another strategy in the organization by which the employer is attracted to the company (Beltrán-Martín and Boulevard, 2018)
5.3 Increase in employee’s efficiency by talent management strategies
The recording performance of the employees indicates the organization needs to track the performance of the employees. Through which the HRM department can track the performance of the employees and can give appropriate feedback to the employees about their performance. Therefore, Reviews and feedback to the employees and worker strategy help the firm by providing suitable reviews to the employees. Through which the HRM department has rated their performance by the efficiency of the work (Botanic, and Solana, 2018)
5.4 Discussion regarding the growth and success of organizations by strategies of talent management
The strategy of Providing paths for career development indicates that the employees in an organization feel more engaged with their work performance. The employees are likely to leave the organization without skill development and growth opportunities. Reward function is a necessity to the company by which the work efficiency of the employers increases in nature. Although, it is effective for the employees in the business to work with more efficiency (He, and Jing, 2018).
5.5 Summary:
Feedback is a necessary component in the firm by which the employers can easily measure their performance in a strategic manner. On the other hand, the HRM team has easy access to the employers with the help of review strategy among the workers as well as employees. But by providing the clear path and skill development, knowledge among the employees eventually masters to their jobs. Through which the employers got open opportunities for their promotion in the higher roles in the organization. If the performance of the workers is in a negative situation the HRM has given the negative feedback by which the employer can increase their performance in the workplace (Li Qi, and Jia Qi, 2021).
6.1 Conclusion
Based on the above project it has been concluded that the study has focused on the talent management strategies implemented by the HRM to grow the efficiency of the employees. Through the help of multiple strategies, the organization grows the productivity of the employers in the business. In this part the researcher has concluded and summarized the outcomes that have been generated from the whole study in an effective manner. Hence the objective has been linked in this part with stating the organizational growth and discussing about the employees productivity with evaluating effective strategies that has been used to create a transformation in a large manner. Based on the issues, recommendation has been also provided by the researcher with stating the limitation of the research in an all over basis.
6.2 Linking with objectives
Linking with objective 1: evaluating implementation of talent management strategies by the HRM
The evaluation of the implementation of talent management strategies indicates that the HRM of the firm has used multiple strategies to increase the performance of the business. Through which help the organization potentially by promoting the inventions, focusing on the compatibility nature as well as establishing the goals and objectives in the firm.
Linking with objective 2: State the increase in the productivity of the employees by using effective strategies
Increase in productivity indicates that the HRM department has increased the productivity of the employees by using different effective strategies. Hence the effective strategy provides the employers more motivation by which the workers are attracted to the organization and work with more efficiency.
Linking with objective 3: integrate the growth of the organization by HRM talent management strategies
The HRM talent strategy of the firm generally increased the growth strategy of the firm by which the firm can grow their business structure in a larger way. Hence, the business structure of the firm as well as the revenue structure of the firm has increased in a huge manner.
6.3 Recommendation
Based on the above study it has been recommended that the HRM department of talent management has to grow their potential structure in a large manner. By which more employees will attract the firm. The organization needs to follow the strategy of minimizing the wasting of time, by which the employers of the organization will work more effectively in the firm. On the other hand, avoiding multitasking is another process by which the HRM department of the organization will recruit more employers in the firm. Hence, using the productivity app in the organization would help the HRM team to keep the recordings of the employment performance. On another hand, offering a wellness program in the organization, the employment structure of the comp-any gradually increased. In the improvement of strategy will help the firm to increase the employment productivity in the business.
6.4 Limitations
The talent management strategy by the HRM department has faced many issues with the application of multiple strategies. Such as the implementation in the organization considered to be expensive in nature. The other issue is additional overall costs for the company as well as every firm has not equipment to track the data of employees in a large manner.
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