Talent Management

      Contemporary Human Resource Challenges I will be discussing issues that could arise regarding motivating programs being conducted by HR Department                                             Image from google.com Introduction of Motivation Hunter et al., ( 1990) found that the difference in value   - added discretionary performance between   “ Superior” and   “ Standard “ performers was 19 %   it was 48% highly complex Jobs.   In fact it is much more necessary to appreciate how motivation working order to motivate people and further more Motivation concerned with the strength and direction of behavior and the factors that influence people to behave in certain ways. Three components of motivation. Are Arnold et al., (1991) 1.     Direction – What a pe...

  E- Learning E -learning is defined by Pollard and Hillage (2001) as ‘the delivery and administration of learning opportunities and support via computer, networked and web-based technology to help individual performance and development’. E-learning enhances learning by extending and supplementing face-to-face learning rather than replacing it.                                             Image from google.com Training and development are essential for any organization. By investing in their employees, they ensure skills are up to date to meet the challenges of a changing environment. Putta,H. (2014). E- Learning can be implemented totally at a distance where students can learn from anywhere and at any time using information and communication technologie...

  Performance Management Performance Management - Definition P erformance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results. Performance management is the continuous process of improving performance by setting goals that are aligned to the strategic goals of the organization, planning performance to achieve the goals, reviewing progress, and developing the knowledge, skills and abilities of people (Armstrong, 2016).                                 Image from google.com   A basis for understanding more fully the ga...

  Reward management  R eward management is concerned with the strategies, policies and practices required to ensure that the value of people and the contribution they make to achieving organizational, departmental and team goals is recognized and rewarded. It is about the design, implementation and maintenance of reward systems that aim to satisfy the needs of both the organization and its stakeholders and to operate fairly, equitably and consistently.                                          Image from google.com As Ghoshal and Bartlett (1995) pointed out, reward management is there to add value to people. It is not just about attaching value to them. Its aims are to: 1.Reward people according to the value they create by providing for them to be recogni...

  MANAGEMENT DEVELOPMENT Management development  is a  process  in which  managers  working at different levels learn and improve their ability, capability, knowledge and skills for improving the performance of individual as well as organization. The effectiveness of  managers  at work contributes a lot to the success of every organization . Management development has been described by Mumford and Gold (2004) as ‘an attempt to improve managerial effectiveness through a learning process. Tamkin et al (2003) suggest that managers need the ability to, ● Empower and develop people – understand and practise the process of delivering through the capability of others; ● Manage people and performance – managers increasingly need to maintain morale whilst also maximizing performance; ● Work across boundaries, engaging with others, working as a member of a team, thinking differently about problems and their solutions; ● Develop relationships...

  Human capital management Introduction T he concept of human capital (HC) was initially formulated by Nobel prize-winner and economist Theodore Schultz in the early 1960s. The term human capital‘was originated by Schultz (1961) who elaborated his concept in 1981 as follows: Consider all human abilities to be either innate or acquired. Attributes… which are valuable and can be augmented by appropriate investment will be human capital. Bontis et al (1999)says. Human capital represents the human factor in the organization; the combined intelligence, skills and expertise that gives the organization its distinctive character. As defined by Baron and Armstrong (2007: 20), human capital management (HCM) is concerned with obtaining, analyzing and reporting on data that inform the direction of value-adding people management, strategic, investment and operational decisions at corporate level and at the level of frontline management. It is, as emphasized by Kearns (2005), ultim...