Web Technology Will Certainly Enhance Talent Attraction, Retention and Development in Organization. Discuss in Relation to Specific Hr Practices.
Web Technology will certainly enhance talent attraction, retention and development in organization. Discuss in relation to specific HR practices.
Introduction
Talent acquisition, retention and development is becoming into the range as one of the most critical elements of Human Resource Management. For years, companies have struggled to capture market share through economization and downsizing, while growth had seemed to take a backseat. New technology and tools are now available to address attracting, developing and retaining talent.
Talent attraction-Recruitment
One of the most important practices of HR is recruitment. When we are referring to Web Technology in recruitment we want to attract top performers and high potentials as compared to our competitors. The focus is on attracting attention of individual with skills, competencies, and behaviors that are rare.
Online recruitment is one of the most widely discussed functions of e-hr. The benefits of online recruitment are substantial in terms of cost, time, candidate pool and quality of response. The use of technology improves the sorting and contacting of candidates. The internet can facilitate the selection of employees, especially where long distances are concerned. Video conferencing and online tests, for example, have been extensively used at the early stages of the selection process which results in cost and time savings, gives an organisation a more up to date image and it provides global coverage 24 hours a day. However there is always the risk of resumes overload, as well as low reputation and effectiveness of websites and databases. Its use is still not widespread in Mauritius and advertisements which fail to reach their target audience are a waste of resources. It is not the first choice of most talented person since recruitment is most of the time done that someone knowing your skill and requests your service.
Talent Retention-Reward and Performance Management
Employee self
Introduction
Talent acquisition, retention and development is becoming into the range as one of the most critical elements of Human Resource Management. For years, companies have struggled to capture market share through economization and downsizing, while growth had seemed to take a backseat. New technology and tools are now available to address attracting, developing and retaining talent.
Talent attraction-Recruitment
One of the most important practices of HR is recruitment. When we are referring to Web Technology in recruitment we want to attract top performers and high potentials as compared to our competitors. The focus is on attracting attention of individual with skills, competencies, and behaviors that are rare.
Online recruitment is one of the most widely discussed functions of e-hr. The benefits of online recruitment are substantial in terms of cost, time, candidate pool and quality of response. The use of technology improves the sorting and contacting of candidates. The internet can facilitate the selection of employees, especially where long distances are concerned. Video conferencing and online tests, for example, have been extensively used at the early stages of the selection process which results in cost and time savings, gives an organisation a more up to date image and it provides global coverage 24 hours a day. However there is always the risk of resumes overload, as well as low reputation and effectiveness of websites and databases. Its use is still not widespread in Mauritius and advertisements which fail to reach their target audience are a waste of resources. It is not the first choice of most talented person since recruitment is most of the time done that someone knowing your skill and requests your service.
Talent Retention-Reward and Performance Management
Employee self
References: Ashton, C. & Morton, L. (2005): Managing talent for competitive advantage, Strategic HR Review, 4(5), July/August Barlow, L. (2006): Talent development: The new imperative? Development and Learning in Organizations, 20(3) Berger, L. A. (2004): Creating a talent management system for organization excellence: connecting the Dots, in Berger & Berger (2004)’s The Talent Management Handbook: creating organizational excellence by identifying, developing, and promoting your best people, New York: McGraw-Hill Blass, E., Knights, A. & Orbea, A. (2006): Developing future leaders: The contribution of talent management, Ashridge Business School Likierman, A. (2007): How to measure the success of talent management, People Management, 22nd February . Pascal, C. (2004): Forward, in Schweyer, A. (Ed.)’s Talent management systems: Best practices in technology solutions for recruitment, retention and workforce planning, Canada: Wiley