Talent management basically refers to the desire to select and hire a high-quality, well-educated, and highly-skilled labor force. Ariss, Cascio, and Paauwe (2014) stated, “If it is to be redefined, building on the definition of TM given by Collings and Mellahi (2009), we conceptualize TM as ‘activities and processes that involve the following: (1) systematic identification of positions that differentially contribute to an organization’s sustainable competitive advantage; (2) the development of a diverse talent pool to fill these roles, and the development of a differentiated human resource architecture to facilitate filling them; and (3) continued commitment to the organization and to the well-being of societies, while taking local and national
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An organization that does not embrace or utilize talent management is probably a business in decline. Ariss, Cascio, and Paauwe (2014) explained that “women and ethnic minorities consider diversity management important when accepting offers of employment. Furthermore, highly skilled immigrants rate organizations with diversity management as more attractive” because the perception is that it is progressive (p. 177). UTT will be more desirable from an academic perspective when the staff has the same diversity and global staff that represents their clientele which is the goal. It is desirable for the Human Resources department at UTT to assist other departments in attracting high-quality talent for their staff that will likewise influence the sustainability and growth of student enrollment which leads to increased …show more content…
Sometimes in organizations, the department that is doing the hiring desires to limit or take control away from the Human Resources department and completely take over the process. However, at UTT, the Human Resources department wants to be fully involved in assisting in all aspects of the hiring process. Also, departments would be wise to want their involvement due to the additional expertise and experience the Human Resources department can offer. This is to avoid serious mistakes in hiring someone that was purported to be a high-quality hire, when they were not and losing someone that they thought was not a high-quality hire and in reality, was a high-quality prospect. This brings up the importance of verifying an applicant’s authenticity in regard to college transcripts and former job performance. Ming-Chang, Didik, and Siti (2016) stressed this fact in stating, “To reach an accurate integration, an organization must ensure that the talent management is the main responsibility of human resources [sic] including recruitment, work performance of management, substitution [sic] planning, development of professional [sic] and diversity. This will ensure that the talent management strategy will possibly emerge the development of individual and organization of higher educational institution [sic]
An organization that does not embrace or utilize talent management is probably a business in decline. Ariss, Cascio, and Paauwe (2014) explained that “women and ethnic minorities consider diversity management important when accepting offers of employment. Furthermore, highly skilled immigrants rate organizations with diversity management as more attractive” because the perception is that it is progressive (p. 177). UTT will be more desirable from an academic perspective when the staff has the same diversity and global staff that represents their clientele which is the goal. It is desirable for the Human Resources department at UTT to assist other departments in attracting high-quality talent for their staff that will likewise influence the sustainability and growth of student enrollment which leads to increased …show more content…
Sometimes in organizations, the department that is doing the hiring desires to limit or take control away from the Human Resources department and completely take over the process. However, at UTT, the Human Resources department wants to be fully involved in assisting in all aspects of the hiring process. Also, departments would be wise to want their involvement due to the additional expertise and experience the Human Resources department can offer. This is to avoid serious mistakes in hiring someone that was purported to be a high-quality hire, when they were not and losing someone that they thought was not a high-quality hire and in reality, was a high-quality prospect. This brings up the importance of verifying an applicant’s authenticity in regard to college transcripts and former job performance. Ming-Chang, Didik, and Siti (2016) stressed this fact in stating, “To reach an accurate integration, an organization must ensure that the talent management is the main responsibility of human resources [sic] including recruitment, work performance of management, substitution [sic] planning, development of professional [sic] and diversity. This will ensure that the talent management strategy will possibly emerge the development of individual and organization of higher educational institution [sic]