Management Issues

Introduction

Various issues on the management got the attention of the business analysts and researchers. Knowing that the existence of globalization and availability of the various technological innovations affects the performance of the organizations, still researchers believe that there is one most critical managerial problem. In able to achieve the success as well as the competitive advantage, many organizations sets standards, policies, adaptation on the current system and many others without knowing that there is one thing that they need to satisfy.

Most Critical Issue Currently Facing Management

Problems may arise from both side of the external affairs or internal process of an organization. It is already recognized that the systematic and comprehensive approach of the organizational leaders are indeed needed for the overall success. But, the integration of the business leaders is not enough to deliver the entire organization. They need people to ensure that the objectives and long-term goals of the organization are satisfied. This is where the most critical point inside an organization. Finding the people that will be fit to the processes and/or procedures according to the nature of the business is definitely hard. Preparing the people to compete is difficult if they are not aligned unto their job description because entirely they’re knowledge, skills, and talent are different. Therefore, the organization needs to emphasize or broaden their area of finding the perfect people for the job.

Talent Management

Talent management is the strategic process of collecting the individuals. The organization needs to find the specific skills, knowledge, and behavior that can satisfy the requirement of their nature of work and in the long run can help the organization gain the success. Attracting the specific talents is hard but the business leaders view it positively through their effect human resource planning and strategies. The appropriate use of the talent management can be the corporate strategy of the organization and can lead to easy adaptation of new technologies or meeting the demands and challenges along the path through success.

Human Resource Management

Successful organization thinks in a way like they are not alone. For them, people are the key for their success and without people; the wheels towards the success are disabled. Strategically, the entire organization gives importance to the role of the human resource in supplying the human capital. The unusual knowledge or skill of a manager is needed for the process of the human resources such as recruiting, selection, hiring, assessment, or in terms or training and development. In talent management, there are four basic steps that a human resource manager should consider – talent selection, talent alignment, talent development, and talents retention. These four steps are specifically formulated in the aim of the company to acquire the people who are strong enough to compete on the rest of the world. The candidates are first tested according unto what skills or level of knowledge they can give to the organization to fulfill its goal. The success of a human resource manager in finding the appropriate people can be predicted on the talent alignment. The alignment of the people on their given position can also dictate on the present flow and future strength of the organization. In the other hand, the focus on the manager in the developing their skills and talents can be consider as one of the strategy in harnessing or enhancing their recognized talent. In this area, the manager seeks other potentials of an individual that can be an additional strength of the workforce. In the last phase of the process, the retention of the talent is necessary to create a long-time relationship on the employee and gain his loyalty. Therefore, there is great possibility for the organization to facilitate their success.

Challenges in Talent Management

The failure of the organization to find the right people is the very common challenge they will meet. After that, the train of consequences will follow such as the dilemma within the workforce because of the attitudes or behaviors of the employee didn’t synch or the jealousy among the people, or the personal interest of an employee that leads to fraud and many others. The presented situations are just examples on what can happen if the organization did not pay much attention on acquiring their people. Moreover, it is also a sign that the human resource management is not that good in gauging the people that can answer the needs of the organization.

Conclusion

There are many other managerial problems that continuously emerging every time there are changes. But the collection of the appropriate people is considered as the traditional problem that is yet surpassed.

Sources:

Johns Hopkins University Talent Management [Online] Available at: http://tmod.jhu.edu/TalentMgmt.html [Accessed 11 March 2010].

Albrecht, M., & Clarey, J., (2007) “How to Attract, Hire, Reward, Motivate, and Train the Very Best People” Talent Management: A Complete Guide to Strategies, Systems, and Issues. [Online] Available at: http://www.brandon-hall.com/publications/talentmanagement/talentmanagement.shtml [Accessed 11 March 2010].

Talent Management, LLC. Talent Retention [Online] Available at: http://www.talentmanagementllc.com/TalentRetention.htm [Accessed 11 March 2010].