HRM and Talent Management

Name of Student: Name alexandru petrisor Tarnavetchi

The ID of Student: 20004817

1
Introduction

Human resource management is the department of any organization which is responsible for the
management of resources and people within in the organization. It deals with the strategic
approach and helps the organization for effective management of the resources. From the past
few years it becomes an important part of the business organizations and companies are using the
operations of HR for gaining the goals and objectives of the business. Human resource
management is designed for maximize the performance of employees and gaining the
competitive advantage over other businesses. Human resource management is the process of
selecting, recruiting, training, development and orientation of employees[ CITATION Akb13 \l
1033 ]. The basic purpose of this system is to provide the benefits, motivation and proper training
to the employees of the organizations so, that they effectively take part in the growth and
development of the organization. Human resource practices are use for improving the
effectiveness and performance of the managers and employees.

Scenario

Overview of the company

BritishAluminumAlcaLtdisoneofthebig aluminum smelting unit in UK, . Due to its innovation

and effective technological policies it is famous for its strategic operations worldwide. Alba has
strict guidelines for safety and environmental sustainability and this thing proves very beneficial
for maintaining its scale international. While Standard ingots, rolling slabs, foundry are the main
products of the company. According to the statistics of 2020 the total annual production of the
company is equal to the 1.548 million mpta, due to its large production and effective
performance in worldwide the company is listed and London stock exchange market [ CITATION
Muh201 \l 1033 ]s. Bahrain Mumtalakat Holding Company B.S.C and industrial Investment
Company are major shareholders of the company. This company is consistently rank on the top
of smelting companies in the world. Alba started its operations in 1944 with the production
capacity of 120,000 tons per year, but due to its excellent performance and effective business
strategies it improves its production and consider as largest aluminium producer worldwide. The
main strategy adopted by companythe early days has been to sweat the assets by maximizing

2
the production of the electrolytic cells using latest technology, upgrade of technology,
expansions with sustaining cost effectiveness position through different platforms.

HRM and Talent Management practices and activities InCompany

HRM practices are important part of the HRM because they use for providing training and
appraising performance helps employees feel supported by their company, which leads to more
workplace commitment. In other words, quality HRpractices can increase employees' affective
commitment toward their companies. As discussed earlier that HRM and an important part of
any organizations, for maintaining the sustainability and gaining the competitive advantage over
other businesses it become very important for the organizations to adopt the effective system
which proves beneficial for gaining the objectives of the organization. Human resource practices
are directly involved with the effective performance of employees in the organization. From the
past few years due to the increasing trend toward the adoption of effective HRM practices,
BritishAluminumalso introduced the effective systems for managing the resources and people
within organization[ CITATION Jul03 \l 1033 ]. BritishAluminumis setting the new standards for
development and training of employees. Development and training is always top priorities for the
company, in the guidance of technical experts Alba is working for conducting the multi-training
programs for its employees. BritishAluminumhas also increase its training plan and expands the
online training portfolio for the continuous improvement in the business operations.
Thecompanyis performing the saving scheme for the Bahraini employees within organization,
saving and benefits scheme designed for improving the contribution of the employees.
BritishAluminum is believe for developing the effective relationship with its employees, because
the company know that without the effective contribution of employees it is very difficult for the
company to gain the competitive place in the business market. Thecompany is also making the
contribution in social insurance scheme; with the help of this scheme the company provides the
end service benefits to its employees. Alba also show the commitment with other companies for
strengthening the HR policies in company, with the help of recent meeting with the HR
managers of the leading companies of Bahrain Alba is working for setting the plan for training
programs for its workforce and managers. Alba effective recruitment and selection plan for the
employees which help to filter the competent employees in the organization. According to the

3
statement of HR manager the company working for the improvement of performance
management system and this system will prove beneficial for enhancing the expertise and
contribution of the employees toward company. Despite performance management system, the
employee appraisal system is also an effective tool for enhancing the performance of employees.
British Aluminum also has the well establish human resource information system is an effective
tool for making the practices better. Another HR basis in the company is benefits and
compensation which helps to motivating and retaining the employees. The basic purpose of all
the HR practices and activities is to improve the overall performance of the organization and
make the organization a better place for working. British Aluminum also introduced the new
strategic human resource management system for managing and organizing of employees.

Issues related to the recruitment and retention of the staff in organization

With the need for highly qualified experts at the "top of the game," HR managers are forced to
hire the best talents. Managers should be careful how well an individual ties in with the company
and the role of the work. Factors like the commitment, work ethic, and health of the employee in
a company are more important than any other talent. Also, HRM is challenged to advertise the
business reasonably well to retain leading talent. This also involves listing the USPs who operate
for the organization.A high degree of employment for workers does not only impact the base of
the organization but also the employees who are happy with their work generally do not leave.
An organization must compile data and, over time, aim to track the turnover patterns. It may be
an example of where the issue is. Companies should provide their workers with favorable
benefits, pleasant working environments, promotion prospects, and fair wages.HR administration
still faces the challenge of directing and creating an organization's future foundations. HR
administrators face this one of the most difficult jobs since many workers have weak
communication with their managers. However, building a workforce to better positions lets tp
save a potential employee's hiring and preparation expenses. In comparison, an employee who
grew up inside the organization has expertise in the area. Although not all ideas fit in here in one
size, human resources management should take action to transform workers into tomorrow's
leaders. The continuous attempts to increase the productivity of workers have become the major
challenge. It is also the responsibility of HR specialists to follow all workers, solve their
problems and fill holes not just to manages but to retain high staff productively, but also smart

4
and reliable procedures. Another challenge is customer care which is probably the most
significant factor in the long-term performance of an organization. In specific, if consumers are
not happy, they will easily use social media sites to voice their unhappiness. Consultants should
be cautious about their reviews and use technologies from the 21st century to boost consumer
loyalty.

Objectives and Aims

 To understand the role of management in retention and recruitment process of the

organization
 To evaluate the role of talent management in the recruitment strategies of the
organization
 Overcome with the challenges of talent mangers in the organization

Secondary Research

Literature review is used in this research work helps to evaluate the past findings and past
research on the talent management and its implications on the HRM operations of the
organization. There are many research paper and articles used in the research that not only
explore the past findings but also enable to construct the results on strong research basis. The
research methodology that is used for this research is based on the qualitative research approach
as tradition of qualitative research approach in this regard help to meet the interpretivism
research philosophy. The research is based on the qualitative research analysis that helps to give
the evidence in form of previous research that have been done on same research topic. The
research design and Methodology that is used in this research prepared according to the
methodological suggestions of Altakinson. There are 10 peer reviewed articles are selected for
analyzing the talent management and its importance in the organization.

Primary Research

Online survey questionnaire only helps me conduct the research on the online platform andhelp
me to know the responses of different respondents with another age group. This type of research
method adds diversity to my research. It enables me to analyze the attitude of older and younger
people towards the talent management and how they think about this topic. The questionnaire,

5
which is design for this online survey, helps to collect the primary data; this type of research also
helps to increase the validity of the research. This online survey questionnaire is designed for
getting the individual responses and helps to reduce any ambiguity and confusion which can be
created while collecting the data in group interviews or in the presence of different people
because many people face hesitation while recording their actual response in the presence of
different people.

Analysis

It was never an easy job to handle human resources in an organization. Over the past couple of
years, the difficulties of HRM only increased with quick technological development, rapid
product upgrades and remote service rendered it much more difficult to handle human resources.
The challenge for HRM is to ensure the organization's time; finances and money are invested
appropriately in an efficient HR-Management Program. Moreover, they ensure that workers have
the appropriate tools to achieve their maximum result and full efficiency. (Azmi, 2020)
BritishAluminumconsidered some of the basic challenges that HR managers faced are following:

With the need for highly qualified experts at the "top of the game," HR managers are forced to
hire the best talents. Managers should be careful how well an individual ties in with the company
and the role of the work. Factors like the commitment, work ethic, and health of the employee in
a company are more important than any other talent. Also, HRM is challenged to advertise the
business reasonably well to retain leading talent. This also involves listing the USPs who operate
for the organization.

6
PlanforTalentmanagementintheorganization

 IDENTIFY ORGANIZATIONAL GOALS/PRIORITIES.

 IDENTIFY ORGANIZATIONAL DRIVERS AND CHALLENGES.
 CONDUCT A GAP ANALYSIS
 DEFINE YOUR HR PRIORITIES AND GOALS
 INVENTORY YOUR TALENT MANAGEMENT PROCESSES/FUNCTIONS.
Cost of the Plan
Expenses Amount in Dollars
Cost for project management team 20,000
Development Cost 10,000
Office Expenses 10,000
Security Cost 30,000
Testing Cost 20,000

7
Figure 1.1

Recommendations and Solutionforthetalent management approach

 Develop employee testimonial videos of the company
 Create a compensation scheme to enable workers to join the company
 To develop a community to captivate the highest degree of talent, including respect,
teamwork, and open leadership.
 Open contact with workers, direct communication, and truthful communication.
 Ensuring that the workforce is well prepared to handle the transition with expertise and
tools. The effect is more likely to be successful if workers feel healthy and capable.
 Be part of a high-level conference and hear about the company's future needs.
 Managers may collaborate with promising people through specialized training sessions.
 Offer workers a straightforward direction forward, which improves their odds of
remaining with a company.
 Development of personality traits.
 Allow your employee the opportunity to lead and launch the squad.
 Request reviews proactively from staff before going. This may also be stressed if workers
are frustrated with a certain factor.
 Make the company work more visible.

8
  Set the workers' reasonable standards.
 Explicitly articulate your priorities and benchmarks.
 Create a proper onboarding mechanism for workers.

ProjectSchedule

Week 1-2 Week 2-3 Week 4-5 Week 6-7

Activity
1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4

Literature Review                                

Survey                                

Analyzing the Survey

Conducting interviews

Analyzing the interviews                                

Analyzing the findings

Recommendations

9
References

Ali, A. 2013. Significance of Human Resource Management in Organizations: Linking Global

Practices with Local Perspective. Researchers World Journal of Arts .

UK. (2019). Aluminium Manufacturing in UK for the Digital Era.

Gould-Williams, J. S. 2003. The Importance of HR Practices and Workplace Trust in Achieving

Superior Performance: A Study of Public-Sector Organizations. International Jouranl of Human
resource management .

Nafie, M. 2020. Aluminum ramps up production by 35 per cent in 2019. Business Live .

Nissar, T. 2016. Exploring the importance of human resource activities-strategies alignments:

Interactive brainstorming groups approach.

10
11