Recruitment Process. Talent Management. People Equity Essay

Recruitment Process. Talent Management. People Equity - Essay Example Therefore, as a recruiter it is a responsibility to hire those employees who can maintain an ethical culture along with ensuring augmented productivity of the organization. During interview process, it is necessary to judge an individual through various perspectives in terms of qualification, enthusiasm about the given job, whether he/ she can adjust with organizational rules and regulations and the capability of attaining the given targets. When a recruiter selects a fresher as an employee then it is required to be assured that he/she should maintain the morale and culture of the organization, however through a fresher the chances of increasing productivity is quite minimal. Therefore, for a fresher it is necessary to arrange training sessions regarding the work procedure to show the mechanism of achieving the given targets within a specified period of time. Through an effective training session employees must familiarize themselves about the procedure of work and how to increase pr oductivity. Regarding a fresher, an organization should consider that the person does not hamper organizational ethics and culture because they are new in the system. However, when a recruiter hires an experienced person for the job then an impact may be created upon the organizational culture to a certain extent because an experienced person generally knows the basic strategies that can be used to enhance productivity by achieving the targets without any botheration regarding the rules and the regulations. Therefore, when a recruiter selects this type of individuals, he/she should be aware about the attitude and behavior of an experienced person towards the organizational culture. During the interview process, recruiter must discuss properly about the rules and the regulations of the organization with the experienced person. Scenario 2 Talent reservoir for an organization can be assured through proper talent management procedure within the organization which can in turn facilitate to have a pool of skilled employees who can fulfill the company’s goals. In this context, the HR department can play a pivotal role as recruitment and selection procedure is very essential to identify and manage a talent effectively within the organization. Nowadays, talent management is considered as a key ‘buzzword’ in corporate level HR along with training. Talent comprises those individuals who can create a difference in the performance of the organization either through their instant involvement or in the long-term by representing maximum levels of potential. Effective organizations are developed by creating value through people, sales, innovation and customer services among other essential actions. Every organization strives to achieve their business objectives and this struggle mainly involves in supporting, recruiting, training, controlling and reimbursing the entire staff of the system. To support this circumstance, talent management can play a crucial p art for maintaining all these aspects in a proper way. There are certain procedures of talent management which should be taken into consideration (Stewart, 2008). The procedures are: Workforce planning, recruiting On-boarding, performance management Training and performance support Succession planning Compensation as well as benefits Critical skill gap analysis If a recruiter hires a skilled employee according to the job requirement then it can become quite easy for the management to find and nurture the talent within the system which would be fruitful for the organization in terms of attaining long-term profit and ensuring fulfillment of company goals (Bersin, 2006). Scenario 3 Alignment, capability and engagement are the three factors which determine