The Contribution of Talent Management

In brief essay form (Introduction, body and conclusion) you will critically analyse two peer reviewed journal articles on Human Resource Management.
Selected Article 1: Collings, D. G. (2015). The contribution of talent management to organization success. The Wiley Blackwell Handbook of the Psychology of Training, Development, and Performance Improvement, 247-260.
Selected Article 2: Vaiman, V., & Collings, D. G. (2015). Global talent management. The Routledge companion to international human resource management, 210-225.

Introduction

The present report is the critical analysis of the article Collings, D. G. (2015). The contribution of talent management to organization success. The Wiley Blackwell Handbook of the Psychology of Training, Development, and Performance Improvement, 247-260.and Vaiman, V., & Collings, D. G. (2015). Global talent management. The Routledge companion to international human resource management, 210-225. The present study in  critical analysis will argue on the key points of the paper with reference to argument and findings of the research. In the present scenario, talent management is seen as the part of international human resource management, which led to the increase in the focus of effective management which results in organizational success by retention of talent in the organization.

Key points

The key point that has been identified in both the article is that they both are related to the concept of talent management. As in present scenario, the business environment is characterized by cut throat competition. For that business, organizations have to retain the talent in the form of best employees that helps the organization in the driving of strategies that leads to the competitive advantage of the company. Talent is an essential aspect of the business. For that human resource managers will focus on talent management for adding value and promoting the success of the organization. According to Collings, talent issues are always seen as the prevailing issues in the organization culture and due to which a lot of researches has been done in this field of study.in the research of Collings (2015) they review the evidence on the impact of talent management on organizational success. On the other hand, the article of Vaiman et al (2015) they focused on the talent management in the concept of international human resource management, that how the human capital will lead to the success of the organization in term s of attracting, motivating and retaining organizations most valuable employees. He also states that talent management is different in aspect with a comparison to human resource management as it is of interest in the fields of corporate executives.

Arguments

The article opens up with the abstract that provides the detail regarding the topic of interest i.e talent management. According to Conkin etal(2016), it is stated that an article with good arguments forms the basis of research, and it also enhances the credibility of the researcher in the mind of a reader. In the writings of Collings etal, they have identified the problems in terms of strategic talent management and secondly in terms of the theoretical model of strategic talent management. The arguments that have been raised in the study of Collings etal(2015)states that the study of talent management creates the image of skepticism in talent management in terms of academic community. On the other hand in, the article of Vaiman etal (2015) use the concept of talent management in combination with the strategic human resource management and also states that talent management leads to effective leadership development by managing the performance of the employee in an efficient manner. In addition to that, they find that the talent management in addition to strategic human resource management create a positive impact on the competitive advantage of the organization. The research is also of prescriptive and normative nature. The research is based on the empirical pieces of evidence that are based on the study that is conducted in North American Paradigm in reference to the shrinking and aging workforce of the organization.

Assertions

Talent management is seen as the emerging subject in human resource management. Though, the researchers have not developed the clear description of the term in terms of academic models that help the researchers in the further study of talent management. The research paper of Collings etal (2015) states that this article is used as the useful guide for the emerging arena of talent management. This article has established the brief description of talent management that are based on previous studies conducted on this subject. This reading of Collings etal (2015) did not undergo from faults and it is proved that the results in the paper is trustworthy and form the basis for upcoming research related to talent management. On the other hand, the article of Vaiman etal (2015) talent management is seen as the issue for organizations in all the major economies of the world. The study states that the article shows the evidence on the basis of demand side and supply side by using strategies that help in combating the talent shortage in terms of focusing more on talent in terms of recruiting the effective people by providing them additional training in terms of development. So the research will facilitate the research work in a more developed way as the evidence shows that attitudes towards work are changing in many parts of the world which led to the commitment to the organization and employee.

Conclusion

To conclude the report that is based on the critical reviews of the article of Collings etal (2015) and Vaiman etal(2015), on the basis of the findings and the arguments of the articles in respect of authenticity and reliability of the article , it is found that both the articles contribute a lot to the concept of Human resource management by using the new concept of Talent management . Both the studies found in their empirical evidence that talent management leads to the effectiveness and development of employees in the organization by maintaining the organizational development.

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