ipl-logo

Talent Management Challenges In Ibm Case Study

739 Words3 Pages

Talent Management Challenges in IBM
The well-noted “War for Talent” concept as articulated by the McKinsey & Company14 report reflects the increasingly competitive market for talent, leaders, and innovative knowledge workers. This report declared that knowledge or talent is now the key factor in driving the effectiveness of many organizations today and in the future. Thus, a company’s capability to attract, develop, and retain talented individuals provides a competitive advantage as the war for talent persists. The McKinsey research included surveys of 13,000 managers and executives across more than 120 companies, along with case studies of 27 leading companies. It found clear evidence that better talent management leads to better performance. On …show more content…

Ernst & Young discovered that a lack of retention of women was costing the firm about $150k annually, in addition to causing a decrease in client satisfaction because the people responsible for their projects frequently changed. This research also showed how employees who left their firms later provided information that discouraged potential customers and job applicants from working with their former employer. Ignoring retention issues may impact future recruitment of talent and new customers into the organization.
The second challenge involves generational differences that are causing a dramatic change in what employees expect from their employer, as well as how they view the meanings of work and career. These changing demographics are providing a talent pool of potential employees who expect a very different workplace than traditional organizations may provide. For example, members of Generation X have the following expectations about the work

Show More
Related

  • Reptile Footwear Mission Statement

    901 Words  | 4 Pages

    Attracting applicants from all levels of society including the working poor and single parents, recruiting talented workers who are satisfied and motivated has the potential to lead to higher productivity and greater retention (Green, Lopez, Wysocki, Kepner, Farnsworth, & Clark, 2015). The key to our successful Human Resources department is not that we hire a diverse workforce, but that we chose our employees from a diverse pool of representatives of the community. Building a reputation as a diverse inclusive corporation attracts the best from the

    Read More

  • Geico Talent Pipeline Essay

    887 Words  | 4 Pages

    It includes a combination of monetary and non-monetary investments that will attract, retain and engage the people needed to operate successfully. " Competitive advantage comes not primarily from designing and implementing best practices but rather from the proper internal alignment of various elements of a company's talent management system, as well as their embeddedness in the value system of the firm, their links to business strategy, and their global coordination" (Stahl,

    Read More

  • Gen Y: Multigenerational Workforce

    481 Words  | 2 Pages

    70% of the responders believed that Gen X are the most effective managers compared to Gen Y or Baby Boomers. Also, people in Gen X scored highest when it comes to revenue generator, possessing traits of adaptability, and collaboration. In contrast, Gen X scored lowest compared to the Gen Y and Baby Boomers in displaying executive presence and being cost effective. Gen X respondents ranked workplace flexibility as the most important perk and more likely to walk away from the current job if flexibility was not available (Giang,

    Read More

  • Federal Government Workforce Briefing Paper

    490 Words  | 2 Pages

    Companies will also need to anticipate and assess which new skills and training older employees will require, particularly in the realm of technology where they may feel less comfortable than many of their younger colleagues. The federal workforce is building toward a potential retirement wave in coming years, with more than a third of career federal employees projected to be eligible for collecting their end-of-career benefits by September 2017, compared to just 14 percent at the same time in 2012. The dynamic of this workforce is the wealth of knowledge, skills, abilities, and experience that will be walking out the door never to return. Millennials will make up 50 percent of the U.S. workforce by 2020 and 75 percent of the global workforce by 2030. At issue is how to attract and retain

    Read More

  • Analysis Of The Beat (Up) Generation: Millennials Attitudes About Work

    228 Words  | 1 Pages

    “The Beat (Up) Generation: Millennials’ Attitudes about Work” is an article written by Abby Ellin and published in Psychology Today. It talks about the generation born between 1982 and 2004, how they react to working around the older generation and why they are hated by the older generation. The millennial generation was born during the rise of technology. They can do a lot of work remotely and not have to work as hard because of all the technology they have access to and the boomer generation doesn’t understand it they equate working hard with time and physical work. The boomers feel that millennials are just lazy and have no respect.

    Read More

  • Millennials The Dumbest Generation Analysis

    1017 Words  | 5 Pages

    Millennials are people born in the 1980s or 1990s, also known as members of Generation Y. By many, this generation is viewed as dumb, lazy, and incoherent. Despite all of these accusations, after reading numerous sources, it is evident that the claim that the under-thirty generation is the “dumbest” is inaccurate because Generation Y has to adapt to more things at a quicker pace, has a financial struggle that is almost unbearable for young adults, and has to compete with other ambitious job applicants for the same position. To begin, in “The Value of Millennials: That’s my generation” by Claire Whitley, it is inarguable that Millennials have to overcome and adapt to more unexpected changes and developments than generation X had to. Many

    Read More

  • Summary Of Are Unions A Constitutional Anomaly By Cynthia Estlund

    865 Words  | 4 Pages

    Today, the workforce is smarter and demands different strategies. The author acknowledges that modern’s workers differ from their

    Read More

  • The Kid In The Corner Office Summary

    640 Words  | 3 Pages

    Julie Hanus wrote the “The Kid in the Corner Office” which made many assumptions about our generation in the workplace. She simply thinks that we are self-centered and generally only think about instant gratification and ourselves. Which she believes makes us near useless in the workplace, because we are afraid of taking risks. She also believes that our generation has become one that skips from job to job in search of more praise from management. Counter to this Hanus states that our generation is loyal to our employers.

    Read More

  • Premier Inn Swot Analysis

    1718 Words  | 7 Pages

    Highly qualified employees + + + + Sustainable competitive

    Read More

  • Why Should Students Be Paid In High School?

    389 Words  | 2 Pages

    With educational institutes raising tuition fees year by year, more people begin to question the legitimacy in letting students shoulder the majority of the costs, a practice prevalent in most countries across the world. Indeed, students themselves are the biggest beneficiary of higher education --- statistics have proven that people with a college diploma earn almost twice as much as a high school graduate, which well justifies the high price to pay. To many, this is no different from paying for being served in a fancy restaurant, or more closely, receiving training at a private school. Every service has a price tag, so does higher education.

    Read More

  • Chern's Staffing Strategy Case Study

    1144 Words  | 5 Pages

    Employees that meet quotas and perform well are rewarded with bonuses based on customer service and sales, in addition to advancement within the company. These procedures and guidelines reinforce the idea that your company desires quality employees that are willing to improve the company and themselves. After a talent philosophy has been developed, a Human Resources strategy must be developed. A Human Resources strategy links the company’s business strategy and goals with the functions of Human Resources. Chern’s Human Resources strategy fits the following description: Human Resources desires to

    Read More

  • Millennials: Intergenerational Issues In The Workplace

    1024 Words  | 5 Pages

    Implementing training programs where all generations can learn about each other’s differences can help employees understand how and why each generation works. Workshops in which multigenerational workforces can share work experience and mentor each other can assist in creating a sense of community and a supportive environment where employees can be open and share their ideas an collaborate with each other in order to better their organization. Millennials are perceived as being disloyal and quick to search for new employment when they unhappy in their work environments, but due to starting their careers during times of recession, Millennials try to maintain their roles in the workplace to remain financially stable. The main reason for turnover among Millennials is a result of exclusion, slow growth within the workplace, and limited development opportunities. Finding gratification and meaning to their work is important to Millennials so that they can excel and be productive in the workplace that is supportive of their work.

    Read More

  • Herzberg Two-Factor Theory

    4219 Words  | 17 Pages

    This section reviews theories on employee retention. 2.2.1 Herzberg Two Factor Theory Frederick Herzberg (1959) two-factor theory is also known as the motivation-hygiene or the dual-factor theory. Herzberg’s theory states that certain factors in the organization related to the contentment of the job which provides satisfying experience for employees while separate set of hygiene factors cause dissatisfaction among employees in the workplace. The former factors are called motivators or satisfiers and include achievement, recognition, the work itself, responsibility, opportunity to do something meaningful, sense of importance, advancement and growth while the former factors are known as hygiene factors such as job security, fringe benefits, salary paid

    Read More

  • Essay On Age Diversity In The Workplace

    964 Words  | 4 Pages

    Although high level diversity can be seen in large companies, small companies are also enjoying diversity now days. As the population ages the relationship between age and job performance is likely to be the main issue. Employers also have mixed feeling regarding aging employees. Firstly, aging employees can bring some positive

    Read More

  • Managing Talent Case Study

    1427 Words  | 6 Pages

    The War for Talent by McKinsey written in 2001 has done a lot in answering few difficult questions and so do a research of Richard Florida who is founder and director of the Software Industry Centre at Pittsburgh's Carnegie Mellon University. The War for Talent was written after lot of intensive case studies and surveying 13,000 executives at more than 120 companies. Therefore, came up with five key elements which would be helpful to win the war of managing managerial talent which includes EVP employee value proposition, build a long term recruiting strategy, investing in talent pool, etc. whereas, Richard Florida’s research talks about loyalty, salary and career opportunity in today’s temporary, insecure and mobile world. In my opinion, it’s about how you create a community of potential employees in your organization as successfully followed by Rusty Rueff, a senior vice president of HR at Electronic Arts who used internet technology to create a community of potential

    Read More

More about Talent Management Challenges In Ibm Case Study

Open Document