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MBA TALENT AQUISITION

The document outlines objectives for acquiring talent and enhancing employee competence for global excellence. It emphasizes the importance of workforce strategies, including planning, capability assessment, and diversity, to achieve organizational goals in a challenging economy. Additionally, it highlights the need for a balanced approach that considers employees, clients, shareholders, and communities to maintain stability in workforce strategies.

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DERRICK
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3 views12 pages

MBA TALENT AQUISITION

The document outlines objectives for acquiring talent and enhancing employee competence for global excellence. It emphasizes the importance of workforce strategies, including planning, capability assessment, and diversity, to achieve organizational goals in a challenging economy. Additionally, it highlights the need for a balanced approach that considers employees, clients, shareholders, and communities to maintain stability in workforce strategies.

Uploaded by

DERRICK
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Module:2

•Objectives of the study:

1) To know acquisition of talent.


2) To understand the goals to Strategies
3) To make employees more competent for Global excellence.
Introduction
•Identifying and implementing workforce strategies in a
challenging global economy is a high-priority issue for top
executives.
•To be successful, human resource professionals and business
leaders together must grapple with the many variables that
affect the organization's ability to attain its strategic
objectives.
•They must develop quantitative and qualitative
approaches to efficiently and effectively.
•To attract, engage and retain human capital.
Specifically, to be effective, business leaders must
focus on the five key areas discussed
Contd..,
•Workforce planning.
•Organizational capability assessment.
•Organizational development and structure.
•Diversity and Inclusion.
•Change management.
Contd..,
•Employers must pursue all their workforce strategies while
taking into account employees, clients, shareholders and
the communities served—collectively, a "four-legged
stool." If one of these constituencies is not satisfied, the
stool becomes unstable.
• Workforce Planning:
Analysing the organization's strategic goals.
Determining competencies required to attain those goals (needs analysis).
Conducting a talent assessment of the employee population.
Performing a labour market analysis (availability).
Identifying the gap between the current capabilities and the needs, which
forms the basis of a talent-build (employee development), borrow (use of a
contingent workforce and project-based work) or buy (staffing) matrix.
• The resulting talent acquisition strategy will depend in part on the
organization's life-cycle stage. Organizations in the introduction phase,
for example, will emphasize acquiring exceptional as opposed to
acceptable talent or building or moving talent.
Organizational Capability Assessment
• On completion of a workforce plan, the next step is to conduct an
organizational capability assessment.
• This assessment will focus on the factors that affect an organization's
ability to attract, motivate and retain the talent needed to reach
organizational objectives.
Training Need Analysis-Can be provided

• Gap can be identified


• Special Orientation
• Systematic training
• Monitoring the performance
• Making highly competent

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