The organisation does not have accountability when it comes to talent

The organisation does not have accountability when it

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The organisation does not have accountability when it comes to talent management in the form off: They are unable to craft a winning Employee Value Proposition To address this problem, an organization should craft a winning employee value proposition. Craft a winning Employee Value Proposition: - EVP is everything employee experiences within organisation including intrinsic/extrinsic satisfaction, values, ethics, culture - How well organisation fulfils employee’s needs, expectations, aspirations - Intrinsic satisfaction is rated higher than extrinsic satisfaction They do not have a recruitment strategy To address this challenge, the organisation needs to rebuild its recruitment strategy. To rebuild your recruitment strategy: - Understand the new workforce 44
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- Values and ethics act as important sources of attraction - Understanding how potential employees view or obtain information about organisation can enhance the match between person and organisation, increasing fit and retention The development of employees has not been prioritised To address this challenge the organization needs to weave development into your organisation: - Employees and work that provide opportunities and is challenging - Organisations must develop talent at all levels and weave it into the culture - Training and development considered critical issues in retention People are not differentiated and affirmed To address this challenge, organization needs to invest heavily in their star performers, develop solid employees to contribute their best to retain them and help poor performers to improve their performance. - Differentiate and affirm your people - Recognize individual achievement - Be aware of employee’s diverse lifestyles and needs - Building diversity is an opportunity to attract wider range of talent 3.2 According to Pricewine CEO, having people in the organisation is talent management. Discuss this statement and provide a broad definition of talent management. Talent management can be seen as the use of an integrated set of HR activities to ensure that the organisation attracts, retains, motivates and develops the talented people it needs now and in the future. The concept does not only enhance the value of outsiders, but also looks at the talent the organisation already possesses. Although managing talent in organisations is not new, the approach used, normally to bundle together the activities to produce a more coherent whole that can be a vehicle for obtaining, developing and retaining talent the organisation needs, is new. 3.3 Pricewine seems to be losing talent in the form of experienced employees. Advise the management of Pricewine on how to leverage the existing talent. - Leveraging talent is a priority, developing sound EVP, ensuring that the sourcing strategy is a powerful one - There are a number of steps regarding development that companies should implement to complete their talent programme - There is little clarity on who should be developed and how
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