BUS7B35 – Resourcing and Talent Management Assignment Sample
Introduction
In this scenario of new and advanced technologies Human Resource Management plays a vital role for the organisation in order to get the success and also helps in achieving the desired goals and objectives (Aust et. al. 2020). HRM plays a role to hire, recruit, train and development of the employees working in the firm. Unilever is one of the leading multinational company in United Kingdom that provides quality products and services to the consumers. Its headquarters is in London and produces more than 400 brands in over 100 countries (Unilever, 2022). This report outlines the key aspects of both employment markets that are national and international along with the impact on resourcing and talent management strategies. It also shed the light on the talent management and resourcing theories with regard to employee turnover.
Identifying the key aspects of employment market and the impact on talent management strategies
In this new era of modernisation and globalisation the employment markets is growing rapidly across the whole world. There is various aspect within the international as well as national standards of working that mainly focuses on the role played by the human resource management in order to hire the best talent for the company and the use of effective and relevant talent management strategies. Unilever is a British multinational company that gave emphasis on recruiting the best talent across the world and to apply the effective and innovative talent management strategies and the employment market in order to strengthen its resourcing and the talent management strategies (Ansar and Baloch, 2018). It will help the firm to achieve the desired goals and objectives as well as to achieve the competitive advantage in the market.
In this current scenario the demand of the employment is not still the standard of the availability of the labour but also the companies demand best talent to utilise the resources properly and effectively. In this context the relevant and adequate human resource strategies are required by the organisations to achieve the long term goals and to enhance the productivity and profitability of the company. Talent management refers to the methodically organised and the strategic processes that are implemented by the firm to get the right and best talent on-board and also helps them to grow and motivates them to work with their full potential (What is Talent Management? All You Need to Know to Get Started, 2022). National and worldwide job scenarios are also crucial for integrating new strategies and fundamentally increasing training potential aims. The main aim of the Unilever to use the talent management strategies is to improve the performance of the business through practices in order to make the employees effective and efficient.
Figure 1Talent Management
(Source: What is Talent Management? Definition, Strategy, Process and Models, 2021)
There are various steps that are involved in talent management strategy such as engagement of the workers, retain the employees for long term productivity, effective and proper training of the employees and the identification of the resources and optimum utilisation the available resources (What is Talent Management? Definition, Strategy, Process and Models, 2021).
Measuring of performance
To have a track on the performance of the employees is one of the brand HR strategies that directly connects the diverse talent management. It is also helpful in managing the competitive level and also monitors the working pathways and the potential of the employees to achieve the desired goals and objectives. International HR standards are also worked effectively and efficiently on for larger working expertise diversely by incorporating functional measure performance instruments. In addition to this, Unilever retains the best talent across the world in order to provide and offer the quality goods and services to the consumers and also to enhance the brand image of the firm (Kravariti and Johnston, 2020). Unilever also uses the tools such as 360-degree feedback and KPI to enhance the productivity and profitability. The firm can now change tasks related to a new extended vision-oriented methodology and more important technical issues. The human resource of Unilever focuses on applying the best strategies to achieve the competitive advantage in the market and also targets to attract more and more consumers by recruiting the best talent across the world. It will help the company to manage the functions and activities of the management and ensures the success by attaining the strategic goals of the organisation.
Recognising the best performers
It is the another important strategy of HR to identify and recognise the best top performers in the company. The rewards and the appreciation given to the employees by the firm motivates them to enhance the productivity as well as the efficiency to do the task. Motivated and talented employees facilitates various benefits to the company such as increases the brand value, helpful in achieving the competitive advantage and also ensures the increased percentage of the profits and revenue of the enterprise (Claus, 2019). Unilever focuses on giving the rewards to the best performers and also appreciate them by providing incentives.
Talent review and on boarding process
It is very important for the firm to standardise the talent review and also the on boarding process by making the relevant and adequate strategies that are helpful in recruiting the best talent in the company. Unilever select the employees and manages the talent by applying innovative strategies and by using the new and advanced technologies. For the on boarding process the enterprise chooses the talent by conducting face- to-face interview or through the call interview so that it can be able to select the best talent.
Providing effective training for the career development
Effective, proper and timely training is important for the growth and development of the employees as well as the firm. Unilever focuses on providing the training to the workers so that each and every employee can attain the career development paths. It is also helpful in shaping the positive and cooperative business environment (Whysall et. al. 2019). Unilever managers and leaders use vision to convert accurate working standards and identify wider edge goals.
Resourcing and talent management theories and their impact on organisation’s strategic goals
The term “talent management” refers to a process that includes tasks such as keeping and attracting high-quality personnel, motivating them to improve their performance, and developing their abilities. The main aim or the objective of the talent management process is to hire the best employees and ensures the quality as well as provides the motivated workers so that they will be stay for the long term in the company (Nasiri and Bageriy, 2020). It also includes the process of planning to manage the activities and the functions of the human resources and to make the effective strategies to manage the talent in the firm to meet the needs and requirements of the capital as well as the workforce. The theories that are associated and related with the resourcing and talent management on the procedures of managing the employees that must be fair. These theories also ensure and improves the level of the performance of the workers and provides the effective outcomes.
Figure 2 Talent management system
(Source: The components of Talent Management System Talent Acquisition, 2021)
Talent Management and resourcing theory involves the fictitious situation that are mainly better than the current situation of the workers. Referent cognition theory and self-interest theory are two important theories that guides the organisation to manage and enhance the quality of talent and also improves the performance of the staff members (The components of Talent Management System Talent Acquisition, 2021). Unilever focuses and applies the relevant, adequate and effective talent management model to ensure the growth and development of the firm and the employees to achieve the career development paths. It includes various stages that are helpful in managing the talents and improves the efficiency and potential of the workers.
Performance Management
The firm uses the strategy of performance management that is helpful in ensuring the improvement and enhancement of the performance of the employees that are working with the firm. Proper performance management facilitates the better motivating abilities and to achieve the competitive advantage. It also includes the talent management and resourcing in order to evolve the best HR strategies and benchmarks (Anlesinya et. al. 2019). Unilever is functionally expanding the scope of performance management by training the best skills, brainstorming session skills, and actively connecting to larger benchmarks. Performance management extensively builds motivation grounds for strengthening retained growth targets based on diverse determinants to cultivate business growth.
Succession Planning
It is one of the important part of the theory of the talent management and resourcing as the succession plays a vital role in the achievement of the desired goals and objectives of the firm. Unilever focuses and gave emphasis on the succession planning of the employees by providing them the effective and timely training (Mensah, 2019). The firm also organise the various training and development programs for the employees to make them efficient and motivated to perform the task. The training related to the use of new and advanced technologies make the succession planning of the company successful.( BUS7B35 – Resourcing and Talent Management Assignment Sample)
Corporate Learning
Corporate learning refers to the process of learning the corporate procedures as well as the resourcing of the employees. Unilever uses and adopts the corporate learning and resourcing theories to make the optimum utilisation of the available resources and the proper uses of the human capital. The firm also uses the strategic training of the employees to trained them for the future and to make them confident to the relevant decisions at the time of crisis situation (Hongal and Kinange, 2020). Corporate learning also motivates the workers to ensure the success of the company and to work effectively and efficiently to enhance the profitability of the enterprise.
Compensation management
Compensation management plays a significant role as the theory of resourcing and talent management suggests to manage the compensation of the workers to monitor the performance and for the enhancement of the productivity level of the company. The Unilever uses and applies the innovative and effective HR strategies for compensation management and to build the new grounds of resourcing for the growth and development of the enterprise (Hughes, 2018). Organisation provides the rewards and the appreciation to the employees by considering their performance and also offers them compensation to connect the workforce to the new dimensions. Unilever uses the best talent management model and plans best and effective HR strategies for the future development of the employees as well as the company. The brand also offers the transformational aspects to the workers so that the firm can be able to achieve the trust of the employees as the trusted and satisfied employees ensures the success in the market.
From the above discussion, it can be identified and evaluated that Unilever has been efficiently builds the Best HR theories that are helpful in the development of the motivation of the employees and also manages the best talent across the world (Ogbari et. al. 2018).
Figure 3 Reflective model of talent management
Source: (Reflective model of talent management, 2022)
Talent management theories with regard to employee turnover, and the impact it can have on Unilever strategic goals are found to be effective where the company aims to keep turnover accurately less.
Conclusion
From the above discussion, it can be concluded that there are various talent management strategies that are used by the Unilever in order to hire the best and knowledgeable employees in the company to enhance the brand value. Moreover, the factors that are involved in the employment market and also affect the demand and supply of goods and services are influenced by both national as well as international dynamics. However, it can also be concluded that the firm adopts the effective and innovative strategies so that they can be able to imply best framework in order to gain large talents and ensures the achievement of the desired goals and objectives. The resourcing and talent management theories are helpful for the organisation to manage the employee turnover.
References
Anlesinya, A., Dartey-Baah, K. and Amponsah-Tawiah, K., (2019). Strategic talent management scholarship: a review of current foci and future directions. Industrial and Commercial Training.
Ansar, N. and Baloch, A., (2018). Talent and talent management: definition and issues. IBT Journal of Business Studies, 14(2), pp.213-230.
Aust, I., Matthews, B. and Muller-Camen, M., (2020). Common Good HRM: A paradigm shift in Sustainable HRM?. Human Resource Management Review, 30(3), p.100705.
Claus, L., (2019). HR disruption—Time already to reinvent talent management. BRQ Business Research Quarterly, 22(3), pp.207-215.
Hongal, P. and Kinange, U., (2020). A study on talent management and its impact on organization performance-an empirical review. International Journal of Engineering and Management Research, 10.
Hughes, C., (2018). The role of HRD in using diversity intelligence to enhance leadership skill development and talent management strategy. Advances in Developing Human Resources, 20(3), pp.259-262.
Kravariti, F. and Johnston, K., (2020). Talent management: a critical literature review and research agenda for public sector human resource management. Public Management Review, 22(1), pp.75-95.
Mensah, J.K., (2019). Talent management and talented employees’ attitudes: mediating role of perceived organisational support. International Review of Administrative Sciences, 85(3), pp.527-543.
Nasiri, F. and Bageriy, M., (2020). The Relationship among Talent Management, Organizational Intelligence and Entrepreneurship Tendency. The Journal of Productivity Management, 13(4 (51) Winter), pp.173-193.
Ogbari, M.E., Onasanya, Y.A., Ogunnaike, O.O. and Kehinde, O.J., (2018). Talent management as a determinant of firm performance: A conceptual approach. Business & Social Sciences Journal, 3(1), pp.21-32.
Shet, S.V., (2020). Strategic talent management–contemporary issues in international context. Human Resource Development International, 23(1), pp.98-102.
Whysall, Z., Owtram, M. and Brittain, S., (2019). The new talent management challenges of Industry 4.0. Journal of Management Development.
Reflective model of talent management, (2022). [Online]. Available Through <https://www.researchgate.net/figure/Reflective-model-of-talent-management_fig1_269098520>
The components of Talent Management System Talent Acquisition, (2021). [Online]. Available Through <https://www.researchgate.net/figure/The-Components-of-a-Talent-Management-System-Talent-Acquisition-A-strategic-approach_fig1_314238043>
Unilever, (2022). Our Company. [Online]. Available Through < https://www.unilever.com/our-company/>
What is Talent Management? All You Need to Know to Get Started, (2022). [Online]. Available Through <https://www.aihr.com/blog/what-is-talent-management/ >
What is Talent Management? Definition, Strategy, Process and Models, (2021). [Online]. Available Through <https://www.toolbox.com/hr/talent-management/articles/what-is-talent-management/>
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