According to Ansar&Baloch (2018), organization’s talent and workforce management strategies are significantly influenced by the practices of human resource management, which play a very important role in the process. This is because these practices play a very important role in the process. The procedures have been thoughtfully crafted to contribute to the achievement of the organization’s goals while simultaneously promoting the health and safety of its workforce as well as career advancement opportunities for those individuals (Ansar&Baloch 2018). In this essay, we will investigate the role that human resource management plays in critical thinking and strategic management, as well as the connection between human resource management practices and workforce management strategies and talent management strategies. In addition, we will investigate how human resource management practices link to organizational development. In addition to this, the essay conducts an analysis of the capabilities of an organization’s strategic management, as well as an analysis of the tactics that might enhance talent and workforce management. The methods to total incentives as well as the ethical and legal duties that are associated with talent and workforce management will be analyzed in this article as well.
There is a strong connection between the practices of human resources management and the strategies of talent management (Sparrow et al 2015). According to an article published by Harvard Business Review, the function of human resource management is to ensure that people are both developed and interested in their job. Additionally, it is responsible for luring and maintaining the best possible talent. This objective is intended to be supported by the talent management methods, which are aimed to provide workers chances that promote personal growth and professional advancement. The tactics for managing talent also create an atmosphere in the workplace that is conducive to inventiveness and originality (Sparrow et al 2015). When human resource management methods and talent management strategies are linked in a company, a culture that appreciates and supports its people is formed. This, in turn, leads to increased employee engagement and retention, as well as greater levels of overall performance (Huselid 2018). The management of human resources is also an essential component of strategic management since it requires critical analysis of potential solutions in the context of the overall aims and priorities of the company. This requires taking into consideration a variety of elements, such as the corporate culture, the limitations of the budget, the need to comply with legal requirements, and the identification of possible risks and possibilities. If a company manages its human resources using a strategic approach, it can guarantee that its talent and workforce management methods are in line with the company’s overarching goals and objectives.
In order to assess the level of strategic management competencies possessed by a business, one must first have an understanding of the firm’s distinct advantages, disadvantages, opportunities, and threats. The results of this research make it possible to determine which aspects need further development (Huselid 2018). In addition, the study makes it possible to determine the organization’s capacity for change and growth, both of which are essential objectives (Sparrow et al 2015). It is essential to conduct an analysis of the organization’s leadership in addition to gathering information on the culture and values of the company. This is because culture and values play a critical role in the implementation of any talent and workforce management plan.
In order for the company to improve its talent and workforce management, it needs to devise a strategy that not only makes the most of the advantages it already possesses, but also addresses the challenges it currently faces and seeks to eliminate them (Ansar&Baloch 2018). This strategy should include initiatives such as providing employees with development and training programs that equip the employees with better skills, creating a work environment that is flexible and supportive, and even implementing performance management systems that support the development and growth of the employees (Huselid 2018). All of these different initiatives need to be taken into consideration. The company might also improve its overall rewards programs by offering competitive remuneration packages, in addition to perks and incentives that encourage employee well-being and career advancement (Martin, 2015). This could be done to make the company’s rewards programs more attractive to potential employees.
The organization has a responsibility to take into account the ethical and legal responsibilities that are associated with the management of talent and employees, not only within the organization itself but also in society as a whole (Martin, 2015). This includes issues of ethics such as diversity and inclusion, fair treatment of workers, and the protection of sensitive information, in addition to the compliance with labor laws and regulations. One facet of this is ensuring that one complies with all applicable labor laws and regulations. If the company manages its talent and workforce in a way that is both ethical and responsible, it will be able to protect its reputation and brand, as well as the trust and allegiance of its workforce, and it will also be able to preserve its image (Huselid 2018). In conclusion, talent management and workforce management are essential components that go into making a company successful. If the company implements these ideas, it will be able to ensure the highest possible levels of output as well as revenues.
Reference
Martin, A. (2015). Talent management: Preparing a “Ready” agile workforce. International Journal of Pediatrics and Adolescent Medicine, 2(3-4), 112-116. https://doi.org/10.1016/j.ijpam.2015.10.002
Huselid, M. A. (2018). The science and practice of workforce analytics: Introduction to the HRM special issue. Human Resource Management, 57(3), 679-684. DOI: 10.1002/hrm.21916
Sparrow, P., Hird, M., Cooper, C. L., Sparrow, P., Hird, M., & Cooper, C. L. (2015). Strategic talent management (pp. 177-212). Palgrave Macmillan UK. DOI: 10.1057/9781137313775_7
Ansar, N., & Baloch, A. (2018). Talent and talent management: definition and issues. IBT Journal of Business Studies (JBS), 1(2).DOI:10.46745/ilma.jbs.2018.14.02.14
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