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时间:2021-09-16 02:20 来源: Essay代写

摘要:本文是留学生assignment范文,主要内容是讲述如何运用现代人力资源战略建立人才管理规范与员工绩效。......

Management Assignmnet:人才管理实践的影响

The Impact Of Talent Management Practices 

 

组织内的人才管理实践是一种现代人力资源战略,旨在识别、发展、转让和留住优秀的员工,以实现组织的当前和战略性的业务目标和目标。虽然在埃及的人才管理是不够的,在一般的人力资源战略,但有许多指标,在这些组织中的绩效提高,应用人才管理的做法,影响组织的成功。本研究的目标是:建立人才管理规范与员工绩效之间的关系是否受到影响。

 

Talent Management practices within an organization is a modern Human Resources strategy that seeks to identify, develop, assign and retain talented high potential employees to achieve current and strategic business objectives and goals for the organization. Although Talent Management is not spread enough in Egypt as most of the Human Resources Strategies in general, but there are many indicators for performance enhancing within those organizations applying Talent Management practices which influence the success of the organization. The objectives of the study were: to establish if the relationship between Talent Management practices and employees performance is affected.

 

Literature Review 文献综述

 

The demand for superior talent for sustaining competitive advantage and enhancing performance measures are more looked-for in companies feeling the impact of superior talented people as they compete in the global market (Frank & Taylor, 2004). Talent Management term has been identified by (David Watkins, 1990). He argued the frustration that managers comprehend while trying to coordinate prioritizing tasks to accomplish day to day tasks. David introduced a framework through his organization (Now known as SumTotal - Strategic Workforce Analytics) to act as a central feedback center for all organizational functions. However the connection between Human Resources Development and organization effectiveness which are common elements in Talent Management has been established earlier by (Schein and Edgar 1970). Talent management is one of the biggest challenges facing organizations this century (Frank & Taylor, 2004).

In the 1970s and 1980s the business function which was responsible for people was called "The Personnel Department." The role of this group was to hire people, pay them, and make sure they had the necessary benefits. The systems which grew up to support this function were batch payroll systems. In this role, the personnel department was a well understood business function. In the 1980s and 1990s organizations realized that the HR function was in fact more important - and the concepts of "Strategic HR" emerged. During this period organizations realized that the VP of HR had a much larger role: recruiting the right people, training them, helping the business design job roles and organization structures (organization design), develop "total compensation" packages which include benefits, stock options and bonuses, and serving as a central point of communication for employee health and happiness. (Josh Bersin 2006).

Talent management is defined as; A conscious, deliberate approach undertaken to attract, develop and retain people with the aptitude and abilities to meet current and future organizational needs. Talent management involves individual and organizational development in response to a changing and complex operating environment. It includes the creation and maintenance of a supportive, people oriented organization culture (Derek Stockley, no date).

Talent management is the integrated process of ensuring that an organization has a continuous supply of highly productive individuals in the right job, at the right time. Rather than a one-time event, talent management is a continuous process that plans talent needs, builds an image to attract the very best, ensures that new hires are immediately productive, helps to retain the very best, and facilitates the continuous movement of talent to where it can have the most impact within the organization (John Sullivan 2004).

Globalization, workplace reform and changes in the demographic composition of the workforce have affected how talent needs to be managed (Nankervis, Compton & Baird, 2005). These factors also reinforce the importance of having a flexible talent management system. The growth potential of organizations worldwide depends on the ability of companies to have the right people, in the right place at the right time. Research demonstrates that companies with enlightened talent management policies have higher returns on sales, investments, assets and equity (Caudron, 2001).

Companies understand the competitive value of talented people and spend considerable time identifying and recruiting high caliber individuals wherever they can be found. The trouble is that too many companies pay too little attention to allocating their internal talent resources effectively (Bryan, Joyce & Weiss, 2006).

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