(Iyawoago) PROJECT PROPOSAL FORM Student Name ID Number Centre Name Apex College Tutor Saheed Ayinde Proposed Title The impact of Talent Management on the role HR Section One: Title, aims, objectives...

PROJECT PROPOSAL FORM
    Student Name
    
    ID Number
    
    Centre Name
    Apex College
    Tutor
    Saheed Ayinde
    Proposed Title
    The impact of Talent Management on the role HR
    Section One: Title, aims, objectives
    Title or working title of project (in the form of a question, objective or hypothesis)
Question: What will be the impact of talent management on HR?
Project aims and objectives (e.g. what do you wish to achieve? What do you want to learn to do? What do you want to find out?)
The aim of the study is to analyse the various factors, which are significant in talent management and their relation with HR function.
The objectives are—
· To understand the changes made by talent management in HR roles
· To understand the contribution of talent management in designing of HR strategies
· To find out the new roles of HR which can be helpful in managing new age talent management issues
    Section Two: Reasons for choosing this project
    Reasons for choosing the project (e.g. links to other subjects you are studying, personal interest, future plans, knowledge/skills you want to improve, why you feel the topic is important)
The reason for choosing this topic is that talent management deals with employees. The talent pool needs to be managed efficiently to enhance organizational performance. In such scenario, the responsibilities of HR are changed with respect to approach followed for the purpose. The HR is highlighted resource, which manages talent management. This topic is related to every aspect of life as managing people is an art and developing skills for this art is a challenge. It interests me as in every sphere of life this is going to be helpful in my career as someone who shows great interest in HR role.
    Section Three: Precedents and sources
    Use of key literature sources and precedents to support your project objectives
Pandita and Ray (2018) found out that due to talent management, employee engagement could be more consistent. This helps in staying of employees for longer span of time. In comparison to cost incurred for recruitment, selection, training and development with that of retention it is more cost effective to retain employees. The efforts of HR team should be in that direction, as the money can be utilised for other purposes like diversification, expansion and so on.
Goestjahjanti et al. (2020) studied the impact of talent management on leadership and job satisfaction of employees. The four dimensions of leadership namely self-awareness, relation transparency, balance processing and internalized moral perspective need to be developed. The engagement of employees in physical, cognitive and emotional manner is must for complete job satisfaction. The relationship between these needs to establish, which the modern role of HR is.
Gardas et al. (2019) indicated that there are several barriers to sustainable human resource management growth in the organizations. They explored the mutual relationship between these barriers and assessed the interpretive modelling technique. It resulted that it affected evaluation and decision-making. This research has helped HR managers to identify barriers in their organization and link it with talent management. It will help to achieve high order of sustainability in the organization.
Al-Lozi, Almomani and Al-Hawary (2018) studied effectiveness of strategies of talent management on HRMIS. The impact of data and reports provided through these systems and its influence on HR function is phenomenal. Developmental, retaining and succession strategies are well affected by these as a result talent management becomes critical for organization and HR. It helps departmental head to lay the successful career path of employees by distinguishing between their capabilities as a leader or team performer. It helps to consider right competencies for work.
Crowley‐Henry, Benson and Al Ariss (2019) found out that talent management and HRM often get disconnected in the discussion. Hence, a fine line is drawn between them. The relation between different functions in both concepts at horizontal, vertical and cross-functional level is essential for effective talent management practices. This will help in optimizing use of human resources for the growth of the company.
Zara, Mike and Simon (2019) stated that there are transformational challenges witnessed in business environments, which aroused the need of strategic talent management with a new wave of industrial revolution. This has created an urge of following new set of approaches for talent development. A gap is being created between current capabilities and new requirements of employees. In order to bridge it new developments has to be made. At middle level in the organization the talent of employees is being overlooked which has emerged requirements of new set of qualities which does not exist in the system. To combat this...