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澳大利亚dissertation-论人才对企业发展的重要性 [5]

论文作者:www.51lunwen.org论文属性:硕士毕业论文 dissertation登出时间:2015-05-11编辑:felicia点击率:21984

论文字数:10935论文编号:org201505082041025996语种:英语 English地区:澳大利亚价格:免费论文

关键词:

摘要:在当今时代,企业的竞争归根到底是人才的竞争,人才的配置直接关乎企业的发展状况。本文简要论文人才对企业发展的重要性。

1995; Tichy et al, 1982; Jackson and Schuler, 1990; Chuai et.al, 2008; Stainton, 2005). HR is concerned about developing competency in the firm. However, since competencies become out dated over time, there is a need to develop them. It can actually be dangerous for firms working in a dynamic industry. Nevertheless, in case of talent management the focus is on developing capacities by the enhancing the individual's potential. When there is a comparison of the functional areas, talent management and HR cover areas of people management (Chuai et.al, 2008). Authors like (Huselid, 1995; Tichy et al, 1982) claims that the act human resource management (HRM) is an essential process that involves getting the right people to match the available job and this increases productivity. HRM deals with activities of attracting, selecting, developing and retaining individuals to accomplish the organisational goals as well as the individual's personal goals. This is similar to various authors notion on talent management. For example, (Jackson and Schuler, 1990; Chuai et.al, 2008) emphasise that talent management is an ongoing process of acquiring, developing, and retaining talented employees followed by internally developing and retaining. On similar lines Stainton (2005) views it as an activity of ensuring the right job to be given to the right person to facilitate highest performance. The author further added that managing talent assures the supply of rightly skilled whenever there is a requirement. This illustrates that HRM and talent management share areas in common.


On the contrary, despite the above similarities, the importance of superior talent which is considered to be a primary source of competitive advantage for organisations cannot be ignored. (Chambers, et al 1998 cited in Fishman, 1998) recommends that every business which is determined to make optimum use of its superior talent must encourage a talent mindset throughout the organisation. The authors make it clear that talent management is a part of the senior management team and asserts that in the process of inculcating talent mindset in a firm the involvement of CEO is essential. Furthermore, the research commissioned by (Ashton and Morton, 2005) highlights talent management cannot be successful if we look at it from merely a HR perspective. Talent management is absolutely different from HRM as the former differentiates the employees by paying attention to different demands of people who are high performers of utmost importance to business. Though HRM considers employees as the main source of competitive advantage it treats each employee in the same way. While (Gladwell, 2002 cited in Beechler and Woodward, 2009; Lewis and Heckman, 2006) takes a different perspective stating the need of segmenting the high performers else the managers might equally treat all his employees without considering their performance and capability. Such an act might add to the costs of the company. For instance, by training people who might not necessarily need it. This is even discussed by (Chambers, et al, 1998 cited in Lewis and Heckman, 2006) who points out that organisations divides their talent and accordingly customises the policies of the firm. He further adds no company can do everything to all the workers. The Maslow's theory of need points out that every individual's needs vary a论文英语论文网提供整理,提供论文代写英语论文代写代写论文代写英语论文代写留学生论文代写英文论文留学生论文代写相关核心关键词搜索。

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