Recruitment And Retention Of Talent

This paper is going to describe OCBC’s unique approach to talent management and development. Compare OCBC’s approach to talent management and development to other organizations you are familiar with (e.g., current or past employers, a family business). Explain how OCBC’s approach to talent management and employee development been a primary contributing factor to the firm’s success. Evaluate the extent to which OCBC’s approach to talent management and development fits other organizations or industries, including some limitations if applied elsewhere without modification.

In order to display commitment employees have to feel that they are being treated with fairness and respect. Many organisations have concluded that they need to create a corporate personality or identity with a set of corporate values or a stated mission - ‘an employer brand’ - which employees as well as customers will recognise and relate to. In practice the employer brand can be seen as an attempt by the employer to define the psychological contract with employees so as to help in recruiting and retaining talent. For more information see our factsheet on emplyer branding.

Part of an organization’s priorities is to be an employer whose public image is desirable and enables it to attract and retain top talent. Fortunately for employers, the undertaking can be accomplished through Employer Branding. The focus of this paper is to examine aspects that pertain favorable employer branding.

When discussing and planning your organization’s future, it’s important to consider not just the goals, objectives, and initiatives, but clearly how to accomplish them. The most important contributor is undoubtedly your employees. Aligning the organization’s business strategy with its employees is called talent management, and it encompasses aligning the right employee with the right position in the organization. Talent management is a business strategy and must be fully incorporated within all of the employee connected practices of the organization. Retaining and attracting talented employees,

Solomon, M., Marshall, G., & Stuart, E. (2012). Brand you: Marketing real people, real choices. (7th ed.). Upper Saddle River, NJ: Pearson. https://www.betheluniversityonline.net/cps/ default.aspx?SectionID=5536&tabid=154#1

Beardwell and Thompson (2014) Define Talent as an individual whose skills and aptitude are adaptable across many other areas and can make a difference to an organisations overall performance. Many researchers differ in their understanding of what is Talent Management, thus there is little consensus among the literature. Collings and Mellahi (2009) suggest that the topic Talent Management has received a huge degree of interest from both academics and practitioners. McDonnell (2010) argues that the Talent Management is unpredictable and that there is nothing concise about Talent Management. According to Thunissen, Boseile and Fraytier et al 2013 notes that Talent Management as a topic is becoming a criteria that

Everybody is seeking for good jobs. Employment is first concern for the society now a days. Working in a reputed institution has become a status symbol as well. As we are choosing any product by checking their credibility through the brand image they are having, in the same way people are seeking for jobs in the organizations having good brand image in the market. Employer brand is the image which helps the organization in attracting good talent in the market. After liberalization in 1991 and subsequent economic reforms, Indian companies has understand the concept of employer branding and started investing for the same so that they can beat national and international competition and also can grow in world market. Employer brand is something which confirms that the organization is good to work for. The purpose of this paper is to develop a conceptual background, factors of employer branding and also to discuss the policies which makes the organization good to work for. The study can

This paper seeks to provide a detailed discussion of the art of branding from the “Institutional Era” to the current, “Human Era”. Currently, the brand is a cultural icon as well as a social phenomenon (Vassallo, 2008). The paper will account for the upcoming of the “Human Era” from the “Institutional Era” in the strategy of branding. The paper will as well provide a clear and elaborate discussion of the different marketing and operational tactics that organizational managers are using so that they can efficiently shape the future of

Brand identity is the key source to sustain long term competitive advantage to the organisation.

In the contemporary business scenario and the stiff market competition, ‘brands’ are inevitably gaining importance in business perspective as the most valuable assets that can be possessed by a firm. The markets in the past were closed but now with the forces of globalization and liberalization taking over the ride, the competition prevailing in the market has boosted up significantly and hence there is a herd of marketers that are constantly yearning for portraying their product as a unique product proposition delivering most satisfaction and hence to accomplish this objective they come up with a brand. The present study explores the various facets of business activity involved with ‘branding’.

* Human Rights Act 1998 in respect of the right to respect for family and private life and freedom of thought, conscience and religion

Another major downfall of companies who brand is the business’s inability to recognise that the brand must go beyond the logo and the packaging. It must incorporate all aspects of a business. If different aspects of a business are

Recruitment, as a significant function in HRM (Unadkat, 2015) is a two-way process (Redman and Wilkinson, 2013) in which companies can select employees, but also employees can select companies. Therefore, the employer brand is important for a company. A fast and effective recruitment method can be very good to enhance the employer brand. Online recruitment’s timeliness helps companies complete the recruitment task quickly and efficiently. In the case studies, Boots’ recruiting campaigns were completed 3 months earlier than usual from start to finish, and River Island used online recruiting to fill all the vacancies in a new store within 9 days. This proves that online recruitment is very effective to save time.

Secondly, motivated employees could help with the employee branding, which extends the concept of the brand value and create a strong brand (). According to Edward’s employee branding theory: “employee branding is the process of ensuring that employees act in accordance with the organization’s brand value (2005, p.226).” Its needs employees throughout the organization understand firm’s brand, have brand identity and translate the abstract ideas of the brand into their

In this essay I intend to assess the growing roll that corporate branding is playing in today’s business environment. This assessment will be based on three peer reviewed academic journal articles, core texts and notes from the class.