Answered Essay: Who is Alex? ls confident, able, ambitious and is climbing the corporate ladder ls a very

Who is Alex? ls confident, able, ambitious and is climbing the corporate ladder ls a very intelligent and driven (young) business school graduate Is full of energy, bright-eyed, very alert and sharp Can be aggressive in pursuit of her objectives and can be shrewd Is a good listener and facilitator and believes in her own capabilities. She passed her MBA cum laude Meeting Alex Gordon Alex Gordon has recently been appointed as HR Director at Technology-4 Africa (T-4-A). Alex has many years of experience in HRM and has turned around many HR departments and teams (And by the way, she was head-hunted for this position.) More about Technology-4-Africa Technology-4-Africa (T-4-A) is a company involved with global positioning systems (GPSs).lt has a client base throughout the southern half of Africa and approximately 380 employees.T-4-A has been expanding rapidly during the last three years. They have made some mistakes in terms of their staffing needs and future requirements, which has led to poor customer service Six months ago T-4-A merged with a tour operating company that organises tours for mainly international clients visiting Africa. With this merger the possibility exists that the company could experience enormous growth in sales. If this should realise they will have to appoint additional staff to ensure that they provide the bes t possible service to their clients Current issues: Alex had time to settle in over the past 90 days. She is horrified by the overall state of the company and specifically the quality of the existing HR team members She told them in so many words that they are useless and she is ready to press the eject button.
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Who is Alex? ls confident, able, ambitious and is climbing the corporate ladder ls a very intelligent and driven (young) business school graduate Is full of energy, bright-eyed, very alert and sharp Can be aggressive in pursuit of her objectives and can be shrewd Is a good listener and facilitator and believes in her own capabilities. She passed her MBA cum laude Meeting Alex Gordon Alex Gordon has recently been appointed as HR Director at Technology-4 Africa (T-4-A). Alex has many years of experience in HRM and has turned around many HR departments and teams (And by the way, she was head-hunted for this position.) More about Technology-4-Africa Technology-4-Africa (T-4-A) is a company involved with global positioning systems (GPSs).lt has a client base throughout the southern half of Africa and approximately 380 employees.T-4-A has been expanding rapidly during the last three years. They have made some mistakes in terms of their staffing needs and future requirements, which has led to poor customer service Six months ago T-4-A merged with a tour operating company that organises tours for mainly international clients visiting Africa. With this merger the possibility exists that the company could experience enormous growth in sales. If this should realise they will have to appoint additional staff to ensure that they provide the bes t possible service to their clients Current issues: Alex had time to settle in over the past 90 days. She is horrified by the overall state of the company and specifically the quality of the existing HR team members She told them in so many words that they are useless and she is ready to press the eject button.

Expert Answer

1. The Concept of Talent Management- and 2. Relevance and importance of TM in T4A

The concept of Talent management is pretty much the same in all contexts, TM is basically a strategic practice that is used to attract, hire, engage and retain the employees so that they are profitable for the organization.

In the current context for T4A, the problem of TM is grave and has to be fixed ASAP.

TM for T4A is an indispensable part of the strategic management and can be explained as follows:

In the current scenario of T4A, the situation that the employees are facing are very diverse and versatile, from the above background it can easily be inferred that there is a problem at every point in the employee life cycle from the right Attraction to the Right engagement, major pillars of TM are missing.

Employees who are in sales seem to be slammed with work, secondly, they are not willing to work or are not motivated enough to work, senior and talented people are hunting for jobs. So basically it can be interpreted the employees are in a very weak and dwindling situation because they cannot see the future of the organization as the right message (from the management) hasn’t reached the bottom line employees.

So Talent Management as a concept can fit in 100% in this situation as we have spotted problems in Attraction to Engagement. A strategic plan of TM is the only thing that can help the organization survive.

In T4A the management needs to do the following things:

  1. Hire Better Talent
  2. Develop the current talent
  3. Show them the perspective of the Management
  4. Hold Employee engagement activities
  5. Check and Increase the Salary of the Employees
  6. Percolate the right message to the bottom line of employees.

All of the mentioned points can be completed and used for the greater good of the company only with the help of a strategic management plan which can be devised under the head of TM.

The importance of TM in T4A can be easily inferred from the above argument.

Going Further if we analyze these situations individually we can come to know the relevance of TM in T4A.

  1. 1. More than required people Hired in the past few months.
  2. 2. The slammed and poor customer service.
  3. 3. Disengaged and Demotivated People.
  4. 4. Seniors looking for Jobs outside the organization.
  5. 5. No proper Performance review plan available.

If we analyze these situations one by one we can easily spot a gap in some stage of Talent Managment, and hence it is important to find it and fix the gap.

HENCE WE CAN SEE HOW RELEVANT AND IMPORTANT TALENT MANAGEMENT IS IN THE CURRENT SCENARIO OF T4A.

Answer Part 3. EMPLOYEE LIFE CYCLE

Part of Life Cycle CLuster ProblemY/N
Attracting Talent Acquisition Not Mentioned
Hiring Talent Acquisition Not Mentioned
Onboarding Talent Acquisition Not Mentioned
Goal Setting Optimization Clearly Visible
Performance Management Optimization Clearly Visible
Learning and Development Optimization Visible
Engagement Optimization Visible
Separation Retiring Doesn’t Matter

Above Mentioned are the major parts of an employee life cycle, and parallel to it has been mapped the cluster to which it belongs and parallel has been mentioned if there is a problem identified in that particular part of the employee life cycle.

Starting with Hiring and Attracting the right talent, is very necessary for any organization to survive, here we can clearly see a gap in the hiring process, even though it has not been mentioned anywhere in the information, we can see the gaps in the right talent and its mapping within the organisation so there is a serious lag in the hiring and attracting the right people.

Going forward to Goal Setting and Performance management it is an indispensable part of the employee lifecycle as if there are no set expectations what will the employee do for the organization will remain chaotic for both the employee and the company and will never get measured and hence can never be managed. That is another problem being faced by the managers.

L&D and Engagement are also very vital parts of the employee life cycle and need to be taken care of which in this case is not happening. Without learning and development and Engagement of an employee in an organization, it will become very difficult for the organization to manage and retain the employees.

This is the complete lifecycle of an employee in T4A with all the current problems listed out in clusters.

Answer 4- STAGES OF TM

The stages of TM in T4A can be defined as follows:

There are 6 stages of TM

1. Need and Gap Analysis of People: The First stage is the need gap analysis for talent in the org. forEg. if there is a need for a particular person can someone else take his position or we would need to hire someone? This is the first stage of TM.(Hiring has been done in surplus and there is a lack of serious talent in the case of T4A)

2. Attracting and Recruiting Talent– The second stage after the analysis is to put out how do you want to hire talent this is the attraction of talent (By Giving adds, by Word of mouth etc.) and after this comes an assessment process to hire the right talent after censoring and filtering the others.

3. Onboarding and Goal Setting– Once the employee joins in it is necessary for an org to camouflage him in the system and the work culture, this is basic onboarding where all his assets are assigned to him and he is told about the culture etc. After this Goal Setting is an indispensable Part without setting any expectations we cannot expect an employee to perform and be motivated.(Another point of Clear Internal Communication should be kept in mind)(like in the case of Chairman’s view and perspective hasn’t reached the bottom line in the current scenario.

4. Performance Review and Optimization– Is reviewing and giving feedback on an employee’s performance and telling him ways to optimize it as well. It is also linked to appraisals which in my opinion shouldn;t be linked to appraisals.(Like the managers, inT4A are not able to monitor the performance it is a must for the org to train them to get that done.)

5. Learning and Development and Engagement- all of this is an absolute must from the organization perspective in order to retain the talent which is also a tricky situation for T4A.

6. Separation- Not much is required in separation just that every employee should separate on good terms with the organization.

Answer 5- Recommendations for Employee Engagement

  1. Encouraging Open door policies for Inputs, feedbacks, and streamlining.
  2. Organise lunch and parties on the achievement of targets.
  3. Organise team building activities (Like Football matches, Cricket Matches)
  4. Launch a mentor mentee program (trust me it works)
  5. Design a flawless onboarding and induction module
  6. Let the employees focus on what they do best.

Answer 6- Risks of Disengaged Employees

Before identifying the risks it is necessary that we identify the disengaged employees and work on them:

These are the traits of disengaged employees

  • Complaining
  • Gossiping
  • Making excuses
  • Lying or making up stories
  • Lacking enthusiasm
  • Employees who think they know it all
  • Lacking initiative
  • No desire to grow as an employee
  • Unwilling to learn new things
  • Irresponsibility: missing deadlines, showing up late, etc.
  • Frequently distracted
  • Unwilling to help others

Identifying traits of disengagement will also help you spot the fully engaged and the neutral employees.

RISKS

1. The greatest risk of disengaged employees is NEGATIVELY AFFECTED TURNOVER of the Company.

Yes it may hit you hard but that is the truth, more the turnover more the engagement( Dale Carnegie, white paper) while I have seen the reverse being true as well.

2. Another risk is negative organization and work culture, disengaged employees try to demotivate and pull down other productive employees and thus giving a bad work culture for the motivated employees and thus bringing down the production.

3. Lower production Rates- Disengaged employees affect the production rates in a negative manner due to the reason explained in the former point.

4.Loss of Talent-The employees who are talented can get a new job and as they do not want to work in a negative environment they will sooner or later leave the organization so it will be a loss of talent.

5. Due to bad mouthing of ex employees in the market T4A will not be able to recruit new talent.

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