Essay Sample on Attracting Talent: Crafting an Organization to Perform Well

Introduction

Recently talents are evolving depending on the business needs (Deshpande, 2018). The HR functions are also affected. Many businesses are now focusing on talent planning and pipeline creation for primary functions like sales, marketing, or finance (Can, 2017). HR should be endowed to enable the organization to perform well effectively.

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Steps to create an attractive organization include understanding what skills are required where the organization carries out a benchmarking routine in internal positions (Deshpande, 2018). The process involves a mapping exercise according to the industry norms. The second step is applying the competency framework, and the business ought to associate the competencies to the hiring process and selection tools (Can, 2017). The next step is knowing your competition. The fourth step is standardizing assessments using a competency-based approach, and the final step is evaluating the evaluation process for validity (Ng et al., 2017).

In the first step, understanding the required skills is usually implemented well in my organization. The reason for the effectiveness of the step is because my organization has outlined factors for each role. The employers and the employees understand their roles, and the organization uses a competency-based framework while benchmarking. However, I would recommend my organization to improve on the second step of creating an attractive organization; applying a competency framework. The organization should empower the organizational managers to assess the competencies by training them in the same sector.

The onboarding process is a mechanism where employees acquire the needed behavior, knowledge, and skills to become effective members and insiders of an organization (Deshpande, 2018). The stages of employee onboarding include pre-hire, where the employee takes the job offer. The second stage is the first day on the job, which is an essential first impression. The next stage is an orientation where the employee gets to learn and understand the company's policies. The fourth step is training, and here the employee learns how to do their tasks. The last step is performed, and it involves employees making significant contributions to the company (Ng et al., 2017).

An area of improvement in my current organization onboarding process is the orientation stage. There should be more trained personnel that would guide the new employees well in and around the organization and the company's policies and rules. This is to ensure that before the employer starts the job, they are fully aware of their environment, and they understand what they are supposed to do.

Reference

Deshpande, A (2018). Digitization-The HR Perspective.

CAN, H. L. L., & CHALLENGE, P. (2017). Call to action.

Ng, A., Henshaw, C., & Carter, M. (2017, May). Partnering to develop a talent pipeline for emerging health leaders in operations research. In Healthcare management forum (Vol. 30, No. 3, pp. 146-150). Sage, CA: Los Angeles, CA: SAGE Publications.