Talent Management and HRIS
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Talent Management and HRIS
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Each answer should be 2 paragraphs long. PLEASE NUMBER RESPONSES.
Week 7 Discussion articles are attached
1. “Talent Management and HRIS” Please respond to the following:
Imagine that you are the executive talent manager for a major global
fortune 500 organization. You handle all of the Human Capital Management
for the United States which has about 30,000 employees. You have built
strong internal relationships with all of the North American business
lines. Each business line has an executive head that has approached you
with concerns about the workforce.
Talent Management and HRIS
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The executive heads are having a difficult time keeping track of the talent that exists in their business
line and the supply versus demand that will be needed in the future in
regards to their workforce. They are also concerned about how they will
attract and retain talent when needed. You offer them a solution that
blends talent management with Human Resources Information Systems. Read
the two (2) articles listed below:
2. Give an educated opinion of the below classmate discussion
(highlighted in yellow) answer that is at least 1-2 paragraphs long.
THIS IS NOT TO BE COMBINED WITH QUESTION 1 RESPONSE
Talent Management and HRIS
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In order to attract and retain TOP talent, I would place an emphasis on
making sure that the HRIS isn’t just somewhere to apply, etc. but that
it is also a great resource for potential employees and what they have
to look forward to. The HRIS will not only list the detailed information
about the job, but it will go into detail these key areas; leadership of
the company, company’s mission and purpose, career growth organizational
structure, innovation of the company, professional development, future
of the company. These are key areas that top talent want to see before
they even apply for a job, yet there aren’t that many companies out
there, that are willing to divulge this information to “potential”
candidates.
Talent Management and HRIS
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By placing this information on the HRIS, it allows
candidates the ability to align themselves with a company that closes
matches what they are looking for in regards to future employment. This
information will also set the company aside from other companies and can
really be appealing to talent that is top tier. A lot of this
information can be found on the companies website but t think this is
something that really needs to be on the HRIS for the company so
candidates can see that really value their candidates and that they want
to be fully informed abotu the company before they apply/interview.
The issues that could arise from placing this information on the HRIS
are; it arms potential candidates with tons of information that they can
then use against a company when it comes to negotiations, and also it
puts a lot of detailed information out about the company, that
competitors of the company could use for their benefit.
Talent Management and HRIS
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