Since It Has Been Proven To Be Critical In Building Organizational Resilience: Talent Management Assignment, NCI, Ireland

INTRODUCTION

Since it has been proven to be critical in building organizational resilience through attracting, recruiting, and attaining a capable and flexible workforce, preventing the organization from costs of the incompetent workforce or turnovers and knowledge loss, talent management as a Human Resources function is growing in popularity and importance. From how talent is identified and related to their demands to how to control its cost and integrate into the broader system to achieve profitability, each organization’s approach to this function differs.

Recent research shows that talent management (TM) approaches need to be more balanced between organizational needs and more closely linked to people’s goals and expectations in order to retain high-potential talent (Farndale, Pai, Sparrow &. Scullion, 2014).

The rapid development of technological innovation combined with the increasing demand from the global business world is driving organizations to seek new ways to gain a competitive advantage. To achieve this goal and to gain business reputation through business performance, companies are transforming their human resources functions by placing greater emphasis on the needs and satisfaction of their employees throughout their human resource management (West & Berman, 2001).

An overwhelming number of human resource (HR) practitioners around the world have reported, across various policy studies, that they believe talent management is one of the most important human capital challenges faced by twenty-first-century organizations (e.g Ashton & Morton, 2005).

This article describes exclusive and inclusive approaches to talent management in growth and learning, as well as the factors that influence the approach taken by Solar Industries.

The aim of this article is to contribute to the advancement of TM studies in the Solar Industries. I through a comparative review of the literature and to identify human resource management approaches that have shaped over the years when we look at the solar industries by looking at how they manage their employees to achieve high corporate performance. Also, some conclusions and recommendations for improving human resource management for solar industries are presented at the end of this report.