Good Example Of Argumentative Essay On Talent Mangement
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One of the greatest difficulties in any business organizations is assembling a talented team. The least demanding approach is to bring together a team, after carrying out a careful assessment while recruiting each member, a practice that obliges a purposeful methodology for recruiting the best accessible representatives to assist the team. This article analyzes those methodologies that could be implemented and separates it into a few rational steps.
Before hiring new employees in an organization few things must be taken into consideration. The cost of hiring new employees include both direct and indirect cost which effects the annual turn down of a company. Hiring is simply the initial phase all the while; once the opportune individual is set up, organizations need to give sufficient training so the new representative can do the work and begin delivering for the organization. Employee training is one of the expensive speculations for an organization. If the organization requires a team for a new project then organization must hire numerous personals from within organization. In this way company can compose positive career growth opportunities with workers by signifying learning breaks and presenting resources as component of your general performance managing process. Moreover, the talent and assets of organization will remain within organization. Additionally, the cost of training for new hired employees can be cut down and it will be surely be advantageous for the long term growth of the organization as well as the employees, because the same employees could be selected again even without going through a proper training, when the organization will plan to initiate another project in the near future. Therefore, it could prove to be the most cost effective approach in long term. (The Risky Business of Hiring Stars, 2004)
In case, if the company needs a team with diverse skills, abilities and knowledge keeping the cost minimum, then, hiring some above average staff from a Competitor Company would be preferable. In this way, organization can bring external resources within the organization; the cost spent over hiring would be lower as compared to annual productivity of company. Even though, these employees could not be the best when executing the project, however, the past experience they will bring will surely help in using and implementing the right strategies, that too in a limited amount of time, as the company will already be familiar with the factors that could lead to delay due to the presence of these staff members. Moreover, if the project requires to be managed in a distinctive and professional way; also, the new team requires expertise beyond that of being well-trained and proficient in product knowledge and having good interpersonal skills then, hiring expert professionals from competitors would be preferable. Nevertheless, despite being the best strategy on paper for assembling a team and accomplishing a project according to the company’s standards, the higher wages of these expert professionals along with the higher expenditures of the facilities they will utilize could lead company to suffer a loss rather than gaining profit from the on-going project. (The Risky Business of Hiring Stars, 2004)
Furthermore, for the managerial and administrative posts hiring from other organization would be a good choice. The expenses included in course and training of workers would become too high. As a result, your business will need to pay for the compensations of new representatives, the expense of instructional classes, materials, office space, surveys and other crucial costs.
The Risky Business of Hiring Stars. (2004). The Harvard Business Review, [online] May. Available at: https://hbr.org/2004/05/the-risky-business-of-hiring-stars/ar/1 [Accessed 4 Feb. 2015].
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