Mobilizing Talent

Table of Contents The Taj’s Star System Shangri-La Hotels and Resort Radisson Morgan Stanley Novotel Company L’Oreal Company Reference The Taj’s Star System Talent management refers to means of attracting tacit knowledge from employees (Deb, 2006). It is an important tool in management for purposes of economic growth and streamlining the impacts of recession. However, talent management has been noted as one of the human resource challenges bearing in mind that it is often under huge pressure emanating from line and top managements (Deb, 2006).Advertising We will write a custom case study sample on Mobilizing Talent – Human Resources Management specifically for you for only $16.05 $11/page Learn More On the same note, the Taj Star system is a people oriented system. There are fresh graduates hired in leading areas in hotel management. Employees in this program are trained in virtually all fields. The most common among them are finance, sales and marketing, front office management, hospitality services and human resource management. Employees in this program are highly valued. The community uses techniques that can elicit knowledge from members while at the same time adding their knowledge repertoire. There is also a 360 degree feedback program that helps evaluate performances of officials. This program is effective because it brings about efficiency in management of tacit knowledge. There is also an award system for employees who demonstrate exemplary performance. This initiates positive competition and in the end everyone gets value from the system. It is however recommended that the company ought to add more value as well as dedicate surplus resources to employees’ tacit knowledge especially in dealing with outside stakeholders. As a matter of fact, customers are important in any organization, and for this reason, all employees should taken through intensive capacity building and training so that they sincerely understand how to handle customers in a more professional manner. Shangri-La Hotels and Resort Talent management is a long term activity, and as such, most companies and business organizations do focus on giving it a future and long term planning approach. According to Deb (2006), line managers should always be at the forefront of managing talents among their employees. This aspect of management is replicated in Shangri-La Hotels and Resorts. The company has a drive to practice globalization through provision of learning opportunities. In addition, it has revamped a training program for all its employees all the way from the lower level to top management executives. The training program is tailored towards appealing people of generation Y. The company has also set up a taskforce mandated to generate fresh ideas from the young persons in the company. Talent management is all about letting the employees give what they have and then tap this knowledge for the purpos es of organizational development. Deb (2006) adds that talent management must utilize crucial HR processes especially if the approach is to bear any fruits or succeed.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It must be directed towards organizational performance by directing knowledge in improving activities of major sector in the organization. Some of Human Resource practices that go together with talent management include employee engagement, competition for skilled employees, managing employees using global practices and outsourcing international trends (Deb, 2006). Shangri-La Hotels and Restaurant has put all of these practices in reality by ensuring that modern ways of employee management are practiced. It can however be recognized that there is no extensive training program to enhance tacit knowledge of the employees. Therefore, it is highly recommended that the company o ught to initiate a program that will to only recognize locked knowledge of the employees, but also to train them more intensely. Radisson This is one of the companies that have managed to get managers from within. Through constant assessments, tacit knowledge has been discovered. This is the best form of talent management, where, people are made to be managers as they progress. The company has also initiated ideas that can attract engagements of the employees in major activities. The company has initiated a climate analysis program which takes place each and every other year. The program comprises of questionnaires which seek to get answers as to whether employees are satisfied with the management of the organization. All employees in the organization are given training opportunities. Major groups for training include directors, divisional managers, executive board members, supervisors and other staffs. Employees are constantly evaluated on the basis of skills they have gained in th eir position, their presence and availability, ‘yes I can’ attitude, their ability to be proactive and professional knowledge. That is how the organization has managed to get managers from these employees. They are promoted when needed and so far the program has been effective. However, it is recommended that more of training programs be provided. Employees come to the organization with knowledge of sort, and organizational managers should concentrate on enhancing this knowledge further. Morgan Stanley The program to recognize employees at Morgan Stanley Company started way back in the year 1993. This was when it introduced 360 performance evaluation programs for its employees. The guiding principle was feedback of information obtained from peers, internal clients, superiors and subordinates. The company has constant evaluation of its employees.Advertising We will write a custom case study sample on Mobilizing Talent – Human Resources Management specifically for you for only $16.05 $11/page Learn More As part of the process, its employees are required to fill a form which is then interrogated to determine possibilities of issues such as promotion and appointments. However, some managers have complained of ineffectiveness of some of the processes used in managing talent. The gathering of information has been noted to be ineffective. As well, there is rampant grade inflation existing in the company. Therefore, it is recommended that the company review methodologies towards managing talent in the organization. For effective talent management, there must be retention programs, proper sourcing of information, transitioning and defining and managing competitive salaries (Deb, 2006). The company should comply with these measures of talent management and in addition seek to use technology as a way of improving employees and the organization at large. Novotel Company This company has opted to upgrade teams in the organi zation. It is apparent that this is a proper measure in talent management. In essence, team work assists in eliciting talents among employees and in effect helps in building or improving management of an organization. The company has also resulted to using online services by reorganizing rooms and restaurants plus public rooms. This is a global concept, and by using it, the company is conforming to international recognized standards of management. The practices in this organization which touch on management of talent in employees are putting them into various teams. These teams are capable of enhancing proper working relations in the employees. Team working not only makes the organization move forward, but also builds the employees at individual levels. However, it can be recognized that the company has not put strong measures of eliciting talents in the employees. It is hereby recommended that the line managers opt for eliciting tacit knowledge at individual levels rather than usin g teams and groups. L’Oreal Company The company has a focus on mainstream products. These products are capable of convincing any end user to adopt them rather than go for competitors’ products. Interestingly, the company does not know how to manage its employees. For example, the employees are only allowed a 30-minute lunch break. In case there resist, security guards are forced to drag them out of these rooms and to some extent zealous employees are beaten up. This is one of the companies which have little to show when it comes to management of employees. They should be managed with value as advocated for in talent management.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to Deb (2006), employees should always be recognized as the force behind success in the market. However, this company has what it terms as golden compensation. The company is seemingly quite generous to its employees as well as its line and top managers. Their pay is raised regularly, and this confirms that the company has a sole focus on giving monetary value to its workers. It is recommended that the company change tact and add recognition and talent management as a way of putting strong working staff. In summing up, it is imperative to note that talent management in organizations is indeed a crucial component in Human Resource. While professionalism derived from ordinary training of employees is key and a basic requirement before hiring employees, it is crucial to reiterate that when talents are well nurtured and utilized at workplace, the overall impact is impressive in terms of productivity of employees. Indeed, this is clearly evident among the organizations analyzed in the essay. Reference Deb, T. (2006). Strategic approach to Human Resource Management. New Delhi: Atlantic Publishers. This case study on Mobilizing Talent – Human Resources Management was written and submitted by user Case Y. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Punishment in America Essays

Punishment in America Essays Punishment in America Paper Punishment in America Paper The corrections system in the United States is known for having the highest incarceration rate than any other country and some people believe our punishments are either too harsh or too lenient. In my opinion I believe it depends on the type of crime correlating with the punishment. Not necessarily all of our punishments for crimes are too lenient or too harsh, I would say it relies on the type of crime committed and even specifically the technicalities of the crime. There will always be room for improvement for our sentencing and punishments for crimes, but our penal ode and our laws are written quite well, its all about how you depict the law and what a Judge decides on as far as the punishment goes. Of course there are many factors that go along with sentencing and punishment, but as a whole, with everything considered, punishment in America seems fair for the most part. Three main crimes related to these punishments are white collar crimes, drug crimes along with more serious crimes that result in the death penalty. Many people in America and some states look at white collar crimes as if they are not nearly as important as violent crimes. Although white collar crimes usually havent effected anyone physically, they still have the capability of damaging businesses along with peoples lives, whether it be financially or Just their life as a whole. White collar crime is a sticky subject because there are even cases that I believe were treated too leniently or some that I thought had a fair punishment correlating with the crime. One great example of a white collar crime that I believe had a lenient punishment is the case of Chalana McFarland. McFarland was a real estate attorney who was accused of committing acts of fraud, identity theft, mortgage cams, money laundering and other equally devastating crimes. McFarland left lenders with $20 million in defaulted loans by using inflated property values and real estate flipping deals. She was sentenced to 30 years in prison and ordered to pay $12 million in restitution for her crimes. (Amanda Haury, Sentences For White-Collar Criminals, Investopedia, 5/12/2012). A crime like this one most likely leaves the families involved devastated financially and can tear a family apart. Events like these cannot be fixed simply, even with restitution. I personally would see to it that McFarland receive a heavier punishment for her actions. On the other hand, the case of Thomas Petters is one I feel was treated fairly well and the punishment went along with the crime. Petters was a business mogul who was accused and convicted of money laundering and fraud in a Ponzi scheme that cost investors over $3. billion of their hard-earned money. Petters was sentenced to a 50-year prison term, although the prosecutors recommended a sentence of 335 years. (Amanda Haury, Sentences For White-Collar Criminals, Investopedia, 5/12/2012). If we Petters were to be rosecuted under the full extent of the law he wouldVe faced a life term in prison, which would have been a waste of our tax money along with putting one more person into our already overcrowded correction system . Our next charge related punishment deals vastly with drug charges and how they are being implemented. Statistically incarcerating thousands of nonviolent drug offenders throughout the past few years has cost our states a massive amount of money that could be used elsewhere in the corrections system. (Margaret Dooley- Sammuli, Drug Penalties, California, Drug Policy Alliance, 12/16/2011). For crimes such as having any kind of illegal narcotic on your person, other than marijuana, its automatically a felony offense with the incarceration period of three months. If we dropped the offense from a felony to a misdemeanor, it would save the state a great sum of money and resources. Going along with that instead of incarcerating perpetrators for a minor drug possession charge, we should implement other state programs such as probation. This frees up our correction system along with our judicial system as well. My argument is that the punishment for these minor drug harges are too extensive and harsh. With the proposal of dropping minor drug charges from a felony to a misdemeanor, this would resolve the problem with the punishment related to this crime. The United States remains in the minority of nations in the world that still uses the death penalty for certain crimes. I along with many people in America today still believe that the death penalty is very important in that we use it as a tool in fghting violent pre-meditated murder. One big downside to the death penalty is the possibility that innocent men and women will be put to death. Also financial cost to tax payers of capital punishment is several times that of housing the perpetrator in prison. The punishment relating to this crime is quite fair, although I believe there are many cases in that a person has committed murder but has not received the death penalty for their actions. Of the 22,000 homicides committed every year approximately 1 50 people are sentenced to death (Death Penalty Facts, California, Death Penalty Focus, 3/31/2009). The only real problem I still see relevant to the punishment regarding any crimes that lead to the death penalty, is that there are still nnocent people being put to death and obviously once this is done there is no reversing this action. Generally speaking I would say the death penalty as a punishment is fair and that we are being too lenient in that people who should receive the death penalty are given a life sentence in prison as an alternative. Overall the three main crimes, white collar crimes, drug crimes along with more serious crimes that result in the death penalty all carry punishments that are supposed to correlate with the crime, with the intention of finding grounds between eing too harsh or too lenient. As weve found white collar crimes usually have fair punishments but can be lenient at times Just because they arent violent crimes and although they arent violent crimes they can still have a devastating effect on peoples lives. Drug crimes are deemed to be too harsh as far as punishment goes. If you are charged with a minor drug possession charge, it should simply be a misdemeanor rather than a felony which would equate to harsher punishment and longer sentences. The death penalty is a punishment which isnt implemented enough, but n the other hand if it is implemented it can have negative effects as in executing an innocent person. Death penalty as a whole seems to be too lenient and doesnt have the effect that it should with our communities. In the end the United States has the highest incarceration rate in the world and nas many punishments that are considered to many as, too lenient or too harsh, but none the less I feel punishment in America is fair regarding most crimes. I feel there will always be room for improvement and speculation for how our punishments are implemented, but as a ountry, punishment is implemented correctly and fairly overall. investopedia. com/financial-edge/0512/sentences-for-white-collar criminals-too-harsh-or-too-lenient. aspx (Amanda Haury, Sentences For White-Collar Criminals, Investopedia, 5/12/2012) http:// www. californiaprogressreport. com/site/drug-penalties-too-harsh anyone (Margaret Dooley-Sammuli, Drug Penalties, California, Drug Policy Alliance, 12/16/2011) deathpenalty. org/section. php? id=13 (Death Penalty Facts, California, Death Penalty Focus, 3/31/2009)