The International Human resource management (IHRM) is about the set of distinct functions, activities and procedures which are directed for developing, maintaining and attracting the human resources globally. IHRM deals with the functions related to training, employing, developing, recruiting and performance appraisal of the employees. The current report will provide deeper insight about the different approaches to the talent management. It will also emphasise on the comparison of the two different talent management strategies of the ethical and legal challenges facing by the global organizations.
Main Body
Evaluation and comparing two different talent management strategies
The talent management is the methodically organized and the strategic process to get the talent and help them to grow their optimal capabilities to keep the organizational objective in mind. This process involves the numerous factors which are known as vacant positions, talent gaps and hiring the suitable employees. The managing talent is not about the checking requirement which is needed. With the growing structure, size of the organization can be developing the different talent based departments. The factors affect the organization in both the ways positive as well as negative (Vrontis et al, 2022). This encompasses the varied degree and roles within the core human resource. These majorly focused on the different aspects such as engaging, retaining, developing the workers and affecting the team. The team of talent management is perform in the various factors which help the employees to build the employee centric approach. This leads to better and high term for the performance and potential. These major factors affect the organizations on the global level, which are related to the legal and ethical aspects. The strategy needs to be implement carefully to on-going improvement there are numerous of talent management strategies but these two are pillars of the employee functions.
Training and development (T&D) Strategy: This is the valuable strategy to taking initiative for the T&D for the employees. This is the fact that the T&D of the employees is the key of the talent management. On the critical note, this strategy takes some time which waste the time of employees and management. This area is important for the change management and succession planning within the tight labour market. Taking the initiatives for the training is vital for the keep the workers ready and agile for the market change (Kaliannan et al, 2023). However, this is difficult to keep the workers ready because it is not easy to get the employees motivated. This includes employee motivation, cost reduction and enhancement of productivity. This can make the workers more effective and versatile for the organizational goals. T&D offers opportunity to the personnel in terms of career advancement and performance growth or development. However, T&D is difficult to implement as it requires an individual team to core focus on the talent management. This develops a strain on workload and comes with the difficulty to implement (Yildiz and Esmer, 2023). The main concept of the human resource management is about managing the change which needs time for implementing the ideas for T&D. The ethical issues business faces is about the equal access to the opportunities which can’t be provide equal due to which the organization faced many difficulties and hurdles. The laws and regulations can address the issues with the weak or absence enforcement.
The organizations on the global levels have to work with the deal with the cultural change related to the ethical issue. On the global level when the company carries out the operation like selling, marketing, manufacturing and sourcing from the national borders. The international business includes the issues related to the international agencies and global governmental issues due to the training and development (How to use employee training and development for talent management, 2023). The main ethical issues are related to the talent development on the working standards which is not easy to use on every employee. On the other hand, talent management is difficult to balance the long term and short term goals. This is hard to plan in the right manner which is opposite side of the talent management. This also bounds the direction of the organization and detriment the effect. The Training and development is crucial for the organization but it comes with the numerous negative points which put impacts on the organizations on the global bases.
High performance culture: It is highly crucial within organization for the purpose of talent development and management. The experience includes all kind of interactions which worker has with the organization from the starting to exit. This focuses on the creating a supportive and positive environment of the work. These values and acknowledges the contribution of the employees and offer the opportunity for the development and provide work life balance. However, in the context of talent management, rigid work culture reduces the efficiency level of employees (Guerra, Danvila-del-Valle and Méndez-Suárez, 2023). This is the biggest loss of the ability to understand about the about the native culture experience the inner conflicts. This is not possible to the increase the dependency on the social and personal circumstances. The strong cultures on the global bases create the exclusivity, discourage the diversity and limit the latest innovations within the organization.
The high performance is important to improve the wellbeing of the employees and work quality of the workers. The high culture performance fosters the creativity, innovation and collaborator for the success of the organization at global level (Talent Management: 10 Best Practices for Building a High-Performance Team, 2023). On the critical note, it also makes the trouble in generating and adapting the change within the organization which is the main challenge for the organization globally. Each work flows need to be considered carefully and impacts the weighed for the organization. One of the strong challenges is about the attracting and retaining similar employees for the organization. Retaining top talent creates the high performance culture for the employees. This encourages the trust, values, and communication which bring the best at the workplace. On the other hand, the ethical issues are comes with the employees practices and corruption within the organization. The business constitutes the activities which result in the conflicts morally. This encourages the legal compliances with the technology, employee’s norms and cultural norms (Legal issues in international business, 2023.). The Organization has to face legal challenges related to the company structure, contracts, share, tax, data protection which is challenging for the organization with the High culture.
The training and development emphasises on the improving the knowledge and development of the employees. This is the required program for the organization and important for it. Along with this, in supportive work culture employees get motivated and work with the achievement. On the bases of legal challenge in the training and development faces about the same opportunity and laws according to the rights of employees. Some employees have the higher opportunity than others it creates the conflicts within the workers and against of the legal repercussions (Whysall et al, 2019). Further, high culture performance, it increases the stress in the employees which is remarks as biased for the employees. Ethical challenges in the training and development are related to the same opportunity to the all level of filed for employees. For high performance culture it comes with the balance about the wellbeing of employees and pressure of encourage a positive environment for the employees.
These two strategies are crucially important for the legal and ethical point of view which is related to the talent management and provide the advantages to the organization on the global level. This is related to the equal opportunity for the employees and focus on the well-being of each worker. This is the main concept for the multinational organizations, which includes the numerous of factors for the organization (Jooss, Lenz and Burbach, 2023). Referring overall evaluation, it can be entailed that T&D session and competent culture significantly contributes in employee’s performance. This in turn also helps in retaining highly talented personnel for the longer duration. In this way, with the help of skilled staff company would become able to enhance overall organizational performance in terms of high productivity and profitability.
Conclusion
By summing up the report it put deeper insight into the different talent management strategies which put the impact on the global organizations. The training and development is important for the talent management and improve the skills of the employees and quality of work which is beneficial for the organization. The encouragement for the high culture performance plays a crucial role in the organization which improves the productivity, customer focus, innovation, better employee engagement. These strategies include numerous of challenges for the organization on the aspects of legal and ethical. The challenges need to be to be minimised for the better growth of the organization which crucial. The report emphasise on the comparison between the strategies on the bases of the potential legal and ethical.
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Refernces
Books and Journals
Guerra, J.M.M., Danvila-del-Valle, I. and Méndez-Suárez, M., 2023. The impact of digital transformation on talent management. Technological Forecasting and Social Change, 188, p.122291.
Jooss, S., Lenz, J. and Burbach, R., 2023. Beyond competing for talent: an integrative framework for coopetition in talent management in SMEs. International Journal of Contemporary Hospitality Management, 35(8), pp.2691-2707.
Kaliannan, M., Darmalinggam, D., Dorasamy, M. and Abraham, M., 2023. Inclusive talent development as a key talent management approach: A systematic literature review. Human Resource Management Review, 33(1), p.100926.
Vrontis, D., Christofi, M., Pereira, V., Tarba, S., Makrides, A. and Trichina, E., 2022. Artificial intelligence, robotics, advanced technologies and human resource management: a systematic review. The International Journal of Human Resource Management, 33(6), pp.1237-1266.
Whysall, Z., Owtram, M. and Brittain, S., 2019. The new talent management challenges of Industry 4.0. Journal of management development, 38(2), pp.118-129.
Yildiz, R.O. and Esmer, S., 2023. Talent management strategies and functions: a systematic review. Industrial and Commercial Training, 55(1), pp.93-111.
Online
How To Use Employee Training And Development For Talent Management, 2023. Online. Available trough <https://elearningindustry.com/how-to-use-employee-training-and-development-for-talent-management>
Legal issues in international business, 2023. Online. Available through <https://crestlegal.com/legal-issues-in-international-business/>
Talent Management: 10 Best Practices for Building a High-Performance Team, 2023. Online. Available through https://www.chrmp.com/talent-management/
