Learning and Development in an Organization.

 

Learning and development can be defined as the process of empowering employees with skills that will empower them to drive better business performance. There is a good reason why big money is being spent on learning and development as “learning is your competitive advantage.” (Casteel, S., 2020).In 2018, organizations in the U.S spent 87.6 billion on training expenditures that year. Almost fifty percent (50%) of executives believe that the workforce isn’t receiving the necessary training for the business to succeed. (Casteel, S., 2020).

Due to several factors, the global workforce has been evolving over the past decade. To keep their leadership skills continually sharpened a good learning and development strategy needs to be set in place. In an organization where a clear learning and development plan is in motion, the senior employees are ensured that the existing talent is secure. (Casteel, S., 2020).

The new market climate at work is increasingly rising. Organizations need to provide an up to date business plan to compete with other organizations. They recruit and engage the best candidates so that they might be managed better when the right person is recruited for the right job. To do this, a lot of money is invested in the concept of learning and development. (ATD research 2018)

Learning and Development.

Learning and development is a process that helps to gain and improve knowledge, skills, and attitudes through the experience of learning. When the company needs its employees, this method would help to create a productive and stronger work-force. (Honey, P, and Mumford, A 1996).

As explained by Honey and Mumford (1996) “Learning can happen when people can demonstrate that they know something that they did not know before (insights, realization as well as facts.) and when they can do something that they could not do before. (Honey, P, and Mumford, A 1996).

Development

This can mainly be used to identify the correct employee and develop their skills with the proper planning and learning process. This will assist the association with changing the present status of aptitude levels to a superior condition of expertise. (2018 State of the Industry.).

Learning Styles.

Before all else, Honey and Alan Mumford (1986) clarified a learning style that clarifies how individuals learn by and large.

 

Activists – these are people who learn from their experience. They will try something at least once to see what happens.

Reflectors – These are people who consider all aspects before implementing their plans. They spend more time planning than implementation.

Theorists – These people like to look into the facts, models, and theory to learn the task. Only once they fully understand the task will they proceed to implement it.

Pragmatists – This is a person who is guided more by practical considerations than by ideals.  They will use other ways to move forward with new concepts.

The effects of training and development have a domino effect; employee performance can be efficiently influenced as leaders feel competent enough to do this; happy and skilled workers create job satisfaction, commitment, and therefore retention. (GetSmarter Blog. 2019)

In an organization, there are people to whom we can fit each learning category. It is a good practice if we can find out the most suitable learning process for each organization. Once we identify the correct people with each learning method, we should be able to develop them through a planned process so that the employee and employer have a better understanding of their goals, how they can motivate the existing staff, and what rewards and benefits come after development. Learning and development is a continuous process that organizations have to follow to generate a strong workforce. (GetSmarter Blog. 2019).

 

References:

Casteel, S., 2020. Learning & Development: How To Do It Right (2020 Update). [online] Docebo. Available at: <https://www.docebo.com/blog/learning-and-development/> [Accessed 18 October 2020].

GetSmarter Blog. 2019. Employee Training And Development: The Benefits And Why It's Important. [online] Available at: <https://www.getsmarter.com/blog/employee-development/employee-training-and-development-the-benefits-and-why-its-important/> [Accessed 18 October 2020].

Honey, P, and Mumford, A (1996) The Manual of Learning Styles, 3rd and, Honey Publications, Maidenhead 

Michel Armstrong (2001), “A Handbook of Human Resource Management Practice”, Kogan Page, 8th Edition.

2018 State of the Industry. [online] Available at: https://www.td.org/research-reports/2018-state-of-the-industry.

 

Why is Team Culture Important?

The culture in an organization can transform any company into a team. To be successful, the work culture within the organization will bring together the employees and will keep them aligned. (Moseley, C., n.d.). When the work culture is made clear, different perspectives can gather behind it with a common purpose and sets expectations on how employees behave and work together. In this way, the work culture can guide decision-making and, improve workflow overall. Team culture is defined as the values, beliefs, and behavior shared by a team. It is about how employees treat each other whilst working towards a common goal. These attributes could either be positive or negative. (Brajdic, A., 2017).

Work culture can be a difficult concept to grasp as it is generally unspoken and unwritten. While employees are generally influenced by the company culture as a whole, different teams within an organization can manifest their own culture. (Brajdic, A., 2017).

The work culture in an organization is defined by its employees. While each organization has its way of managing people, the work culture will enable the organization to better handle employee attitudes towards each other and in achieving company goals. While the culture of the organization depends in part on the attitudes of the managers and team leaders, it could be challenging to define a common ground for what is referred to as “office culture”. (McNamara, C. 2006). 

While other organizations have a culture where formal, traditional, or hierarchical management is valued, many organizations have a team-based culture that emphasizes employee participation on all levels. (Doyle, A., 2020).

Company culture has been linked to attractive benefits like flexible vacation policies, lax dress codes are just naming a few. The element of a winning corporate culture will vary across different organizations, but the fact remains that a strong company culture is invaluable. (Heinz, K., 2020).

The increase or decrease of an organization's turnover largely depends on the organization's work culture. Thirty-eight percent (38%) of emplyees leave their current jobs due to a negative company culture while sixty-five percent (65%) of employees said that the organization’s culture was key when deciding to stay at their job. (Heinz, K., 2020).

Job responsibilities will be clearly defined when working for an organization with a formal culture but on the downside, there may not be opportunities to advance without going through a formal promotion or transfer process. In a more casual work environment, employees will be able to take on new projects, and additional roles. (Doyle, A., 2020).

While any given culture will evolve and shift as the company grows, there are initiatives that leadership teams might take to steer the corporate culture in the same direction as the organization's goals. Winning cultures are not made overnight. It is an immense task but if the time, dedication, and resources are given to create a great culture,  the organization will attract the best employees for the job and propel the organization forward. (Heinz, K., 2020).

  

 

References

Brajdic, A., 2017. What The Hell Is ‘Team Culture’ And Why Is It So Important?. [online] Medium. Available at: <https://blog.prototypr.io/what-the-hell-is-team-culture-and-why-is-it-so-important-d923141854e5> [Accessed 18 October 2020].

Doyle, A., 2020. What Is Company Culture?. [online] The Balance Careers. Available at: <https://www.thebalancecareers.com/what-is-company-culture-2062000> [Accessed 18 October 2020].

Heinz, K., 2020. Why Is Organizational Culture Important?. [online] Built-In. Available at: <https://builtin.com/company-culture/why-is-organizational-culture-important> [Accessed 18 October 2020].

McNamara, C. (2006). Field Guide to Consulting and Organizational Development. Authenticity Consulting, LLC.

Moseley, C., n.d. 7 Reasons Why Organizational Culture Is Important. [online] Blog.jostle.me. Available at: <https://blog.jostle.me/blog/why-is-organizational-culture-important#:~:text=The%20culture%20at%20your%20organization%20sets%20expectations%20for%20how%20people,making%2C%20and%20improve%20workflow%20overall.> [Accessed 18 October 2020].

 

The Impact Technology Has on Talent Management.

Like everything else, talent management has changed over the past few decades. To get technology and apply it to the recruitment process to where it is now, there were a lot of obstacles that needed to be overcome. Even to date, some organizations hesitate to use technology in the recruitment process although the numbers are diminishing. (Ellucian. Undated).

In any company that is digital or data-based, talent management is being redefined by rapid changes and maturation of emerging technologies. (Shen, J., 2017). Talent management is a broad topic of discussion as people and talent management is the most fundamental part of any organization. Without people and talent, businesses wouldn't function and there would be no ability to create value. (Davies, I., 2016).

Talent management is a multi-faceted subject with four main points of discussion. They are HR-processers, skill and leadership training and development, long-term talent strategy, organizational design, and effectiveness. (Shen, J., 2017).

Innovation in the present day and age assumes a significant function. It is ever-changing and organizations need to embrace this new change. (Davies, I., 2016).  If an organization is in the process of recruiting new blood, the vacancy would be advertised on an online platform rather than publishing it in the newspapers. Instead, employing firms would post a job online, tweeting, and blogging to social networks and would then proceed to get referrals from engaged employees. (Newman, D., 2018).

Human Resource systems have undergone a vast improvement in the cloud computing environment. While data can be used to predict behavior and tasks, studying one’s employees will provide the management with the insight to understand better business opportunities for business development. Being able to identify the correct talent using data is very important as the organization will be better able to select the most suitable candidates without spending extra time and money. (Davies, I. 2016).

Mentioned below are a few important aspects that will help change talent management in an organization for its betterment. It is an important aspect to define the qualifications required in the process of recruiting as it will improve productivity as well as help future candidates search platforms to find the most suitable position for them. (Ellucian. Undated). Another important aspect is how an organization can improve training and development which will be tailored to suit each employee according to their work experience. Career progression is important to most employees and this will help retain them which will add further value to the organization. (Dessler, G., and Varkkey, B. 2009).

Once an effective training and development program has been developed it will assist the employees in gaining and carrying out tasks efficiently and professionally. (Dessler, G., and Varkkey, B. 2009). While technology can aid to hire better and stronger candidates, that shouldn't be the end of the talent-tech journey of the organization.  Instead of thinking of technology as a hire/fire mechanism, it should be a means of problem-solving within the organization. Employees should have the freedom to talk about any issues they are having be it in processing help tickets or responding to complex customer inquiries. (Newman, D., 2018).

Finally, with the benefits which current technology offers us, it will assist in producing a strong and efficient workforce while also providing a better decision-making environment. While human insight should not be made to feel redundant, this too can play a vital role in the talent management process. (Dessler, G., and Varkkey, B. 2009).

References

Dessler, G., and Varkkey, B. (2009). Human Resource Management. 11th ed. India: Person.

Ellucian. Undated. The Impact Of Technology On Talent Management | Ellucian. [online] Available at: <https://www.ellucian.com/insights/impact-technology-talent-management> [Accessed 17 October 2020].

Davies, I. (2016). Council Post: Three Ways Technology Is Transforming Talent Management In 2016. [online] Forbes.com. Available at: https://www.forbes.com/sites/forbestechcouncil/2016/03/17/three-ways-technology-is-transforming-talent-management-in-2016/#7b73fe0351d7 [Accessed 28 Apr. 2019].

Davies, I., 2016. Council Post: Three Ways Technology Is Transforming Talent Management In 2016. [online] Forbes. Available at: <https://www.forbes.com/sites/forbestechcouncil/2016/03/17/three-ways-technology-is-transforming-talent-management-in-2016/#1f7701aa51d7> [Accessed 18 October 2020].

Newman, D., 2018. Technology For Better Talent Management: What’S The Best Way To Use It?. [online] Future Of Work. Available at: <https://fowmedia.com/technology-for-better-talent-management/> [Accessed 18 October 2020].

Shen, J., 2017. How Emerging Technologies Will Power Talent Management Strategies. [online] CIO. Available at: <https://www.cio.com/article/3186743/emerging-technologies-powering-talent-management-strategy.html> [Accessed 18 October 2020].

How Does Motivation Affect an Organization?

Motivating your employees should be a routine. The performance of the department or the organization can be based on how motivated the employees are. Organizations are always looking for opportunities to increase the productivity and find new ways to make the working-place a better place for their employees.( Hassett, S. 2004). However, there are those organizations that fail to recognize the importance of employee motivation. In this blog post, we look into why employee motivation is important to any organization. (R, H., 2020).

Imagine what it would be like to have an employee who is not motivated to work? They would use the time at their desk to surf the internet or even look for other employment. This is a waste of the organization's time and resources. (R, H., 2020). When Thomas. J. Watson, Sr., started IMB, he laid out the core values of the company. These values- excellent products and services, excellent customer service, and respect for the individual- would determine the future of IBM, making it the biggest and most respected computer company in the world. The principle of “respect for the individual” was adamantly enforced at every level of the business. (Tracy, B., n.d.)

Employees will generally put in their best effort into the tasks they are assigned when they are motivated to work ((Mathis, R., and Jackson, J. 2000). Motivation can also facilitate the self-development of an employee to enable them to reach their personal goals and employee satisfaction must be there which can lead to positive growth for the company.  (R, H., 2020).

To increase employee productivity, organizations are always looking for new and better ways to do this. In most organizations, some leaders can motivate their employees to do better. While in most instances the feedback is positive, it can be negative as well. (Tracy, B., n.d.)

If a leader tends to use fear and pressure to get the job done, short-term results might be obtained this way but will indefinitely affect the employees long-term performance. As most employees do not perform to the best of their ability under pressure, this will lead them to get demotivated and thus weaken the workforce of the organization.( Hassett, S. 2004)

The philosopher Jeremy Bentham wrote in the principles of reinforcement during the industrial revolution that to motivate employees the Carrot and Stick approach be taken. The carrot represents a reward for good behavior and the stick a form of reprimand or punishment for what is considered to be a negative approach. While this approach may work on employees who can alter their behavior and performance this may not be the best approach in the long-run. (Mathis, R., and Jackson, J. 2000).

Therefore, it is a vital aspect that organizations have training and development programs to set up a positive and work-friendly culture to retain the employees and minimize employee turnover. A happy workforce leads to successful organizations. (McNamara, C. 2016)

 References

Hassett, S. (2004). Super motivation. Pittsburgh, Pa.: Dorrance Publishing.

Mathis, R., and Jackson, J. (2000). Human Resource Management. 9th ed. United States of America: Dave Shaut.

McNamara, C. (2016). Helping People to Motivate Themselves and Others. [online] Managementhelp.org. Available at: https://managementhelp.org/leadingpeople/motivating-others.htm [Accessed 29 Apr. 2019].

R, H., 2020. Why Employee Motivation Is Important (& How To Improve It). [online] The 6Q Blog. Available at: <https://inside.6q.io/employee-motivation-important/> [Accessed 17 October 2020].

Tracy, B., n.d. The Four Factors Of Motivation. [online] Amanet.org. Available at: <https://www.amanet.org/articles/the-four-factors-of-motivation/> [Accessed 15 November 2020].

 

Why Job Design is Important.

 

As employers, an attempt must be made to create a match between job requirements and the available human resource attributes. This is a process of organizing work into the required tasks to perform a specific job. Therefore, it is vital to design jobs to increase employee motivation and performance. A keen interest should be maintained in job designs by the Human Resource Manager and specification of individual jobs within the organization. ( Rajguru, K., 2020).

Job design plays a very important role in staffing. If designed properly it will attract highly efficient managers to join the organization. It will be a motivation to increase the efficiency and productivity of its employees and will hence contribute to the profitability of the organization. Badly designed jobs will result in absenteeism, conflicts, high labor turnover, and other labor-related problems. (Akrani, G., 2011).

Variety in a job can create and improve interest, challenge, and commit the employee to the task. Monotonous job roles will offer little to no challenge and will lead employees to lose interest and in time become dissatisfied. ( Hr.admin.cam.ac.uk. 2020). To increase workforce performance it is important to discuss job analysis before discussing the importance of the job design process. This is the process of identifying the knowledge, skills, and work capabilities that each employee needs to perform particular organizational tasks. To maximize performance, it is important to identify specific work processes that match the employee's role. (Mayo, E. 2008).

After identifying all the requirements through job analysis, the next step is to design a job role for the relevant task. According to Armstrong, job analysis is a process that describes a job specification,  to meet the requirements of the job, and to improve an employee's individual needs. (Armstrong 2014). Job designs that increase employee access, comfort and flexibility are likely to influence motivation and productivity positively. Having a good job design in place specifies the work content, methods of work, the skills, knowledge and abilities required for performing the job, the interrelationship between the jobs, and the rewards the employees will get on completion of the job. (Hassett, S.2004)

Employees usually want to aspire to have jobs that contribute to self-respect obtained through acceptance and recognition from their colleagues and supervisors. Organizations need to provide sound working environments and working relationships between individuals, provide defined areas of responsibility, and where possible support teamwork. A job well designed must have the support of a work environment that’s safe and healthy which feels inclusive,non-discriminatory, free from harassment, occupational health, and safety hazards. ( Hr.admin.cam.ac.uk. 2020).

 

References

Akrani, G., 2011. What Is Job Design? Meaning, Importance, Factors Affecting. [online] Kalyan-city.blogspot.com. Available at: <https://kalyan-city.blogspot.com/2011/09/what-is-job-design-meaning-importance.html> [Accessed 17 October 2020].

Hassett, S. (2004). Super motivation. Pittsburgh, Pa.: Dorrance Publishing.

Hr.admin.cam.ac.uk. 2020. Principles Of Job Design | Human Resources. [online] Available at: <https://www.hr.admin.cam.ac.uk/pay-benefits/grading%20-%20faq/grading/principles-job-design> [Accessed 17 October 2020].

Juneja, P. (2019). Job Design - Meaning, Steps, and its Benefits. [online] Managementstudyguide.com. Available at: https://www.managementstudyguide.com/job-design.htm [Accessed 2 May 2019].

Mayo, E. (2008). Job design - Process of job design - Approaches to job design - Theories of job design - WHAT DO CANDIDATES LOOK FOR IN A JOB? - What is Human Resource? (Defined) Human Resource Management Topics - Labour Laws - High Courts & Supreme Court Citation - Case Laws. [online] Whatishumanresource.com. Available at: http://www.whatishumanresource.com/job-design [Accessed 1 May 2019].

Rajguru, K., 2020. What Is Job Design?: Meaning, Importance & Factors Affecting Job Design. [online] Economics Discussion. Available at: <https://www.economicsdiscussion.net/human-resource-management/what-is-job-design/31762#:~:text=Thus%2C%20job%20design%20is%20an,to%20perform%20a%20specific%20job.&text=Therefore%20it%20is%20important%20to,increase%20employee%20motivation%20and%20performance.> [Accessed 18 October 2020].

Why Knowing Your Employee is Important

 

Knowing your employee plays a vital role when it comes to motivating them to deliver to their level best. While this is a well- recognized and common business practice, knowing your employees is a lesser-known virtue. (Lauharanta, M., 2018). You need to understand your employees and what they expect from the organization? There are managers in some organizations who don’t even know the names of their subordinates. (Juneja, P., 2015).

Employees will have a sense of recognition when their managers notice and appreciate the work been done by them. To do this the managers should be able to get along with each team member and be able to communicate with them effectively. (Juneja, P., 2015).
So how well do you know your team members? Take a moment to consider these questions as you think about them:

1.      Who on your team has a birthday this month?

2.      Has anyone been facing a family crisis, or personal issue that might be hindering their work?

3.      How many team members are married? Have children? Are grandparents?

4.      Who on your team is a creative thinker? Who is more analytical? Do they enjoy contributing using these skills? (Attridge, H., n.d.).

Developing a strong relationship between the employer and employee is important to the organization. Knowing your employee helps the management to understand employee needs and interact to increase productivity. (Werner, J., and Desimone, R. 2012). A pat on the back for a job well done is necessary to let them know that they are indispensable to the organization. (Juneja, P., 2015).

Companies need to have a better idea of their employees when it comes to job satisfaction. When managers stop listening to their team members, they become demotivated and they simply will not give the organization their full commitment. Eventually, the bare minimum required to obtain the monthly salary will be met. (Fundamentals of Human Resource Management 2014)

Developing connections with your employees is the basis for trust. To get to know and understand your employees should start with, holding steadfast to three basic tenets rooted in human nature.

·         As an employer, you recognize that he/she matters.

·         The desire to “belong” is powerful.

·         Understanding that employees are wired for community.

As an employer, if you have tapped into these tenets, an employer should be able to tap into the interests of the employees and begin to understand them more sincerely. The more you learn about your employees, the more appreciative a manager becomes of the diversity of the team. (Deuel, T., 2016).Taking the time to get to know your employees, shows them that the organization values them and that they are valued not as mere workers but valued as individuals. Employees will know that they are valued for more than what they do but for who they are. Getting to know your employees boils down to one word –trust. Once the foundation for trust has been laid, the organization will be creating an environment where all employees feel important and feel like they have something to offer. ( Arnold, G., 2016).

References

Arnold, G., 2016. More Than Small Talk: The Importance Of Getting To Know Your Employees - Business Marketing Engine. [online] Business Marketing Engine. Available at: <https://businessmarketingengine.com/more-than-small-talk-the-importance-of-getting-to-know-your-employees/> [Accessed 17 October 2020].

Attridge, H., n.d. Why Leaders Should Get To Know Team Members | ALCN. [online] Academy of Leadership Coaching & NLP. Available at: <https://nlp-leadership-coaching.com/why-leaders-should-get-to-know-team-members/> [Accessed 15 November 2020].

Deuel, T., 2016. The Huge Benefits Of Getting To Know Your Employees. [online] IRIS. Available at: <https://www.iris.xyz/growth/the-huge-benefits-of-getting-to-know-your-employees/> [Accessed 17 October 2020].

Juneja, P., 2015. Importance Of Knowing Employees. [online] Managementstudyguide.com. Available at: <https://www.managementstudyguide.com/importance-of-knowing-employees.htm> [Accessed 17 October 2020].

Lauharanta, M., 2018. The Importance Of Knowing Your Employees. [online] Blog.smarp.com. Available at: <https://blog.smarp.com/the-importance-of-knowing-your-employees> [Accessed 17 October 2020].

Werner, J., and Desimone, R. (2012). Human Resource Development. 5th ed. India: Cengage Learning, pp.301-310.

Fundamentals of Human Resource Management. (2014). 5th ed. Singapore: McGraw-Hill.

Future of Talent Management

A passing review of talent management literature reveals a degree of dialogue on the abstract boundaries of the subject. Some would just substitute talent management with Human Resource Management which is not the case. (Mellahi and G. Collings, 2009). While Human Resourcing is focused on the administrative part of it, talent management deals with the overall business goals normally implementing a company-wide long-term plan. Talent management is a business strategy and must be fully integrated within all  of the employee related processes of the organization. ( Mcdonnell, A., 2017).

Talent management is not only about hiring individuals for the job but it’s also about knowing when to hire. Organizations are using social media and job recruitment sites to hire new talent. In today's day and age, talent management is not just a hiring process, but a more selective way to create a suitable workforce for the organization. The recruitment sites are significantly improving their ability to sort through data more quickly so that organizations can find the most suitable candidate effectively. (Al Ariss, A., Cascio, W. and Paauwe, J. 2014). A company goes through a step-by-step hiring process which has three key phases, including planning, recruitment, and employee selection. There maybe variations when the entire hiring process is conducted remotely. (Doyle, A., 2020).

A few of the following elements would assist to improve the organizations hiring practices. Building a strong employer brand will ensure that the organization can engage more actively in the recruitment process. Writing better job descriptions will ensure that the organization will attract potential employees to better fit the needs of the organization. While the pros and cons need to be considered when embracing the digital trends and social media platforms, this too can offer any organization the opportunity to recruit candidates that keep up with the latest tech trends. Fitting the correct personality to the job can be tricky. The kind of person the organization hires depends on the job and the culture of the organization. The candidates' personality traits will need to be considered to ensure it aligns with the daily job task. (Caramela, 2018)

Furthermore, there are individuals from distinctive eras working in an association. The more seasoned era should retire and the modern era has got to take control of the hierarchical process (Cook, I. 2015). This will present unused strategies for working and adaptable working hours which will lead to a new relationship between the organization and its employees. The organizations will introduce new applications to handle HR-related tasks which will allow them to connect with their employees round the clock. (Cook, I. 2015). As mentioned above, the proportions of the organizations that are actively trying to draw in the talent of all ages are increasing. (2015: 65%, 2013: 60%, 2012: 59%, 2011: 45%). (Resourcing and Talent Planning, 2015). It is also observed that many private sector organizations are on the lookout to recruit and employ candidates aged 50+. Just 10% of organizations claim to employ younger workers. (Resourcing and Talent Planning, 2015).

New and improved scientific ways can be used to improve the decision creating process once additional knowledge relating to workers can permit them to possess new algorithms to choose what's best for the organization (Juneja, P. 2015). The new generation can continuously realize the most effective opportunities thanks to the economic process. Proficient folks can continuously opt for higher work/life balance opportunities and organizations will be compelled to prepare themselves to handle the new international force revolution (Caramela, 2018).

 

References

 

Al Ariss, A., Cascio, W. and Paauwe, J. (2014). Talent management: Current theories and future research directions. Journal of World Business, 49(2), pp.173-179.

Caramela, S., 2018. 7 Ways To Improve Your Hiring Process. [online] Businessnewsdaily.com. Available at: <https://www.businessnewsdaily.com/7155-startup-hiring-tips.html> [Accessed 15 October 2020].

Caramela, S., 2018. 7 Ways To Improve Your Hiring Process. [online] Businessnewsdaily.com. Available at: <https://www.businessnewsdaily.com/7155-startup-hiring-tips.html> [Accessed 15 October 2020].

Cipd.co.uk. 2015. Resourcing And Talent Planning. [online] Available at: <https://www.cipd.co.uk/Images/resourcing-talent-planning_2015_tcm18-11303.pdf> [Accessed 16 October 2020].

Cook, I. (2015). This is What Talent Management Will Look Like By The Year 2018 — Are You Ready?. [online] Human Resources Today. Available at: http://www.humanresourcestoday.com/2018/talent-management/wellness/?open-article-id=3453491&article-title=this-is-what-talent-management-will-look-like-by-the-year-2018---are-you-ready-&blog-domain=visier.com&blog-title=visier [Accessed 15 October 2020].

Doyle, A., 2020. Learn All The Steps In The Recruiting And Hiring Process. [online] The Balance Careers. Available at: <https://www.thebalancecareers.com/recruitment-and-hiring-process-2062875> [Accessed 14 November 2020].

Juneja, P. (2015). Talent Management for the New Generation. [online] Managementstudyguide.com. Available at: https://www.managementstudyguide.com/talent-management-new-generation.htm [Accessed 15 October 2020].

Mcdonnell, A., 2017. [online] Available at: <https://www.researchgate.net/publication/312032404_Talent_management_A_systematic_review_and_future_prospects> [Accessed 14 November 2020].

Mellahi, K., and G. Collings, D., 2009. Strategic Talent Management: A Review And Research Agenda. [online] ResearchGate. Available at: <https://www.researchgate.net/publication/228672156_Strategic_Talent_Management_A_review_and_research_agenda> [Accessed 15 October 2020].