MU0017 – Talent Management and Employee Retention

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Fall-2013

Master of Business Administration - MBA Semester 4

MU0017–Talent Management and Employee Retention-4 Credits

(Book ID: B1869)

Assignment (60 Marks)

Note: Answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme. Each Question carries 10 marks 6 X 10=60.

Q1. Explain the need for talent management. What are the consequences of failure in Managing Talent?

Answer. Whether or not an employee – or the workforce as a whole – is productive and successful depends upon many factors. Skills, work histories, formal training, and educational backgrounds all play a major role. But so do personalities, work ethics, and other traits that determine whether or not a staff member will fit well into a corporate culture. Talent management solutions can make it easier for a business to understand what makes each employee unique,

Q2. What are the building blocks of effective talent management system? Explain any one.

Answer. If you reduce all the hype about talent management systems down to the bare essentials, there are only seven building blocks that matter:-

1. Knowing the competencies that get results

2. Managing performance well

3. Evaluating employee potential accurately

Q3. Define talent planning. What are objectives and steps of Talent Planning?

Answer. By definition, talent planning is designed to use an organization’s existing capabilities and potential to meet current and future business needs. Properly leveraged, it creates a foundation on which to build and link critical talent management processes, including sourcing, succession management, leadership development and performance management.

Q4. What is meant by talent acquisition? Explain some of the talent acquisition strategies.

Answer. Talent acquisition is the ongoing cycle of processes related to attracting, sourcing, recruiting, and hiring (or placing) employees within an organization. This includes elements of employment branding, outreach, networking, and relationship building with potential candidate communities to continually build and enhance the talent pool for an organization.

By defining it

Q5. Why ‘employee engagement’ is important? What are the factors of engagement? Describe some of the best practices in talent engagement.

Answer. The importance of employee engagement, which can be defined as the emotional and functional commitment an employee has to his or her organization, cannot be overstated!

Companies with engaged employees outperform those without by up to 202%. While the benefits are clear, employee engagement is a struggle for most companies as over 71% of employees report that they are

Q6. Describe some of the major challenges in talent management.

Answer. It faces the following challenges:

1. Recruiting talent

2. Training and Developing talent

3. Retaining talent

Solved assignments for Rs.150 each

Mail me at: subjects4u@gmail.com or at

08627023490