Talent Management & Recruitment in an Internet Context| Discussion

Why is it important to establish the meaning of talent and talent management in a particular organizational setting? How does the strategic direction of the organization influence human resource planning activities? What are some potential disadvantages of using a packaged application to help automate the employee goal-setting process? Why is it important to have an adaptable workforce in a global economy?

Nowadays business environment presents a lot of challenges for organization: globalization, new technologies, quick changes in customer demand, increasing turnover, intensive competition, etc. In this context, the concept of talent management evolves and goes far beyond simply hiring promising candidates. The scope of talent management now includes all stages of the individual’s relationship with the organization, starting with establishing contact, recruiting, interviewing, hiring, promoting, training, motivating and retaining. Furthermore, talent management needs to be properly placed in the organizational setting, and effectively aligned with the company’s strategic goals. Talent management and HR planning activities should be designed based on corporate culture, organizational values and goals. Such strategic alignment allows to ensure that the company has the proper people in the proper place, with the proper motivation. Moreover, such approach allows to reduce turnover and to retain talents for long-term partnership.

In today’s HRM, talent management processes become more and more complicated, and industry-specific. HR application packages help automate and speed up HR processes, but also have a number of potential disadvantages. Application packages are made for industry needs, and therefore might not be properly tailored for the company’s needs. It might be challenging to integrate other HR systems and application system to have one source of truth (Rosencrance, 2013). Candidates might be discouraged by the standardized application processes, and might prefer organizations where more personalized approach is used. In addition, the lack of differentiation in the company’s HR processes might have a negative impact on its attractiveness for applicants.

HR professionals should realize the importance of adaptability in the modern economy, and help the organization build an adaptable workforce. The business environment, technologies and approaches are changing so quickly today that employees have to learn something new every day, and have to adjust to the changes (HR Village, 2015). In this context, the candidate’s ability to learn and adapt has a higher value over specific skills or knowledge.

What are the pros and cons of recruitment and selection in an Internet context? Provide examples of your personal experiences with online recruitment and selection. Do you agree or disagree with online assessments during the recruitment and selection process? Why or why not? Be sure to include your personal experiences with online assessments.

With the advent of Internet, methods and tools of recruitment have significantly changed. It is difficult to imagine an organization without online presence. A large part of recruitment and selection processes have also moved to Internet context. The core advantages of online recruitment are access to a vast pool of candidates, the ability to establish initial contact and to perform mutual assessment between the candidate and the company with minimal time and cost, and the speed of communication. Typically, online HR processes also have lower costs compared to offline recruitment, but this is not entirely true, since online recruitment requires different types of investments (online promotion, posting job offers, managing public relationships, etc.). Online recruitment also has some disadvantages: competition for talents between companies increases, HR professionals have to process huge volumes of information at each step of recruitment process, and it is challenging to determine the effectiveness of all online efforts.

In my opinion, online assessments are an efficient part of recruitment and selection. The company can quickly pre-screen candidates and select the ones that perform best or display better working qualities. I have passed quick online tests to prove that my knowledge matches the CV. This is an acceptable and reasonable practice. However, online assessments should be short and properly designed, in order to avoid wasting candidates’ time as well as the time of HR team. Also, it is very important to provide feedback (for both sides): the candidate should know what he needs to improve, and the organization should know what factors affected the candidate’s decision.

References

HR Village. (2015). Applicant tracking for high turnover environments. HR Village. Retrieved from http://www.hrvillage.com/human-resources/applicant-tracking.htm

Rosencrance, L. (2013). Integrating talent management and core HR systems: valuable but tricky. Search HR Software. Retrieved from https://searchhrsoftware.techtarget.com/feature/Integrating-talent-management-and-core-HR-systems-valuable-but-tricky

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"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: July 2, 2020]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: July 2, 2020]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: July 2, 2020]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: July 2, 2020]