Your purpose in this paper is to apply the best practices you have studied in this course to an analysis of the HR practices at a real company by completing a talent management practice analysis. You...

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Your purpose in this paper is to apply the best practices you have studied in this course to an analysis of the HR practices at a real company by completing a talent management practice analysis. You will begin by identifying a company and a human resource professional to interview, either in person or remotely. Your interview should focus on how the company administers each of the following areas of talent management:





  • Recruiting




  • Selection




  • Compensation and Benefits




  • Performance Management




  • Succession Management




  • Training and Development




  • Retention





After conducting the interview, you will compare the company’s talent management processes to best practices in the field. In your paper, you should identify where the company’s practices are consistent with best practices and make recommendations for improvement for the areas that are not consistent with best practices.




Course objectives covered in this paper/project include CO 2, CO 3, CO 4, CO 5, CO 6, CO 7







PROCESS


The project includes three parts: (1) your choice of the company and interviewee, (2) creation of the interview questions, and (3) writing of the paper.





Part 1 (Weeks 1 to 2)


Tasks




  • Scan the textbook and readings to preliminarily identify important talent management topics and practices.








  • Identify an organization with well-established talent management practices. Contact a human resources professional who is responsible for talent management or human resources practices in that organization to request an interview.








  • Your interviewee should be a talent management professional who is responsible for human resources/talent management. Do not select an operational manager or executive who does not work specifically in human resource management.






Submission 1 (Week 2)


Submit information to your mentor about the company and professional chosen for the course project. Provide clear rationales for your choices.





Part 2 (Weeks 3 to 4)


Tasks




  • Compose the interview questionnaire you will use to identify the processes for each area of talent management at the company you have selected.








  • Write clear questions that will help you identify how the selected company conducts each area of talent management.








  • Briefly explain how you plan to use the questionnaire.






Submission 2 (Week 4)


Submit to your mentor the set of questions you have developed. Provide a rationale for your choices.





Part 3 (Weeks 5 to 8)


Part 3A Tasks


During wWeeks 5 to 6, interview the HR professional about the organization and its talent management practices based on your interview questionnaire. The interview can be either tightly structured (where you ask only questions listed in your questionnaire) or semi-structured (where you ask questions beyond the list in your questionnaire, as led by the conversation).




Part 3B Tasks


During Weeks 7 and 8, write your paper, analyzing the information from the interview based on your resources. You will use both course resources and independent research resources of your own. Consult the Final Project Requirements below for paper details and requirements. Your overall goal is to analyze the information from the interview and write a paper conveying your analysis as well as recommendations for improvements to the human resources and talent management practices of the organization.




Submission 3 (Week 8)


Students will submit their final project by the end of Week 8. Consult the Course Calendar for the due date.







FINAL PROJECT REQUIREMENTS


Requirements


Your final project paper should include the following elements:





  • A brief introduction, not exceeding 1 paragraph (100 to 200 words).








  • A summary of the company and its operations. This should not exceed 1 page of your project submission (300 words).








  • A paragraph detailing who you interviewed and the scope of their responsibilities.








  • A review of the interview that documents the current talent management processes at the company. You may provide the transcription of the interview in the appendix of the paper, if desired.








  • Your evaluation of the practices identified in the previous section, using the principles covered in the course texts, assigned readings, and additional resources (see below) as criteria. Make recommendations about how to improve the talent management practices, explaining your rationale. Your recommendations should be supported with research that validates your approach as a best practice. Provide examples of where your recommendations have been applied with successful results. Place yourself in the role of consultant for the organization. Try to be innovative in your suggestions.






Attach your interview questionnaire to your report as an appendix. You may, if desired, also attach a transcript of your interview.




Guidance




  • Your paper should be between 2500 and 3400 words in length (10 to 12 pags exclusive of title page, table of contents, abstract, appendices, and references).








  • Double-space your paper with 1-inch margins. Use one of the following fonts: Time New Roman or Arial.








  • Use the course readings as your foundation for talent management best practices. Research will be required, however, to expand on these best practices, provide evidence of their effectiveness at other companies, or to thoroughly support a different approach from that recommended in the course readings. Thus your work should be supported with at least 10 references in addition to the course readings. These references must be styled properly in APA. In-text citations must be used to show where you drew your information from in the analysis.








  • Your interviewee must work in talent management or human resources. Do not select operations managers or executives who would only carry out human resources policies. Select a generalist in human resources rather than a human resources professional who is only responsible for one aspect of human resources (like a recruiting manager) at the company.








  • Your interview time will likely be limited. Be sure to focus your interview guide on understanding each talent management process at the company you selected. Conduct your own research to understand the company’s background and operations. Do not use valuable interview time to uncover information that is available to you through research.








  • The majority of your paper should focus on your analysis and recommendations for each area of talent management.








  • Use the best practices in your course readings to develop your questions. You may not necessarily ask all the questions you develop, but you should be prepared to conduct a deep dive into each talent management practice. For example, you might ask the interviewee to tell you about their employee selection process. After learning about this process, you might have questions like the following:








  • Can you tell me about the interview process? Is there a standard form and set of questions asked during the interview? If so, how are these questions developed?








  • Are behavioral questions used in the interview process? If so, how are these developed and how are the candidate responses evaluated?








  • Are assessments used as part of the hiring process? If so, what assessments are used and what process did you apply to determine if these assessments predict on-the-job performance?








  • Do you conduct a job analysis for open positions? If so, how is this applied in the hiring process?








  • From your course readings, you can identify other questions that you might be prepared to ask regarding the selection process. You should follow this same approach for each area of talent management.








  • If you have questions about the requirements of the paper, be sure to discuss them with your mentor well in advance of the final submission. Consult the Course Calendar for the project due date.







Answered Same DayMay 14, 2022

Answer To: Your purpose in this paper is to apply the best practices you have studied in this course to an...

Parul answered on May 15 2022
92 Votes
Analysis of the HR practices and talent management
Analysis of the HR practices and talent management
Deep diving into HCL with the Interview of Mrs. Amrita Das
Introduction
Talented employees and strong human capital is the prerequisite for the ultimate success of any company. These past couple of years have completely transformed the domain of human resource as we knew it. From digitalization of recruitments to a more flexible approach around ‘employees are just the tip of the ice-bergs. In this VUCA world, if any organisation aspires not only to over the challenges but also thrive on the changes then it is only possible with a strong intellectual capital. Therefore, role of HR with reference of managing the talent and grooming them to become the core competencies of the organisation has become one of the most important functions for business. A workforce that is engaged and capable not only assist the organisation to satisfy the client but also ensure that they can develop a healthy pipeline of clients. Unless the talented employees and workforce is managed with right approach, organisation might not be able to harness the true potential. Indeed, in this fast-paced competitive world, there is a war of talent. Hence, the Human Resource professional has an extremely important role to play to recruit, develop and retail the innovative talents. They need to build organisation capabilities in terms of people, processes and systems.
About the Company & Business Operations
HCL Technologies is one of the leading IT service providers all across the world. It is an Indian technology consulting and service outsourcing organisation. The company is established in Noida, India which also happens to be the headquarter location. This organisation has also been counted in world's most powerful organisation as well as makes a mark a position in the global list released by Forbes, comprising of 2000 powerful companies. Organisation offers great capabilities as an important part of Digital Foundation strategy that fall under the core Infrastructure Management Services. Technically, business is focusing on massive innovation and transformation that can derive lot of value for the business shareholders. At the core of the business transformation is people that can enable the company to harness the new heights by adopting digital technologies. HCL globally provides superior customer experience as well as operational excellence. This makes it imperative to re-imaging the traditional ways of working and technology architecture in order to establish adaptable, modular as well as nimble organisation. HCL as an organisation endures consistent disruption in technology and market that enables them to attract global clientele. Business is successful in navigating the transformation journey of its clients. This way HCL fuels their customers with upgrades to their legacy infrastructure or support their requirement to establish emerging technologies like Digital Foundation, DryIce, Artificial Intelligence (AI), predictive analytics and Cloud Infrastructure systems. It enables its clients and partners to reimagine their business for cutting edge business dynamics. It focuses a strong employee culture that builds on creativity and innovation. The company invest heavily on its R&D, service and delivery centres as well as innovation labs.
Incorporated in 1976, HCL is a pioneer in India's technology, communication and ICT market. Today it has become a leading global technology player in the market with YoY of 12% harnessing innovation in their service portfolios. Overall landscape of IT industry is been attributed by intense rivalry and competition. There are many firms that have entered into the market that makes it challenging to differentiate the services based on the client requirement. With strong leadership and intellectual capital, HCL has pivoted their business strategy based on external environment and market dynamics. For instance, investment on Digitization to emerge Analytics, social media and Cloud Services outsourcing.
Background of the Interviewee and the scope of her responsibilities
By the virtue of this assignment, I have had the opportunity to interview one of the most prolific HR leaders in the industry, Mrs. Amrita Das. She is an astute and accomplished professional with more than two decades of rich cross functional background, currently associated with HCL Technologies, as Global Director of HR for the Infrastructure Division with an overall 26000 Manpower Globally, Human Resources. She holds a Post Graduate Diploma in Business Management (PGDBM) in Human Resources from the Institute of Management Technology, Ghaziabad. Strong exposure to a wide spectrum of functions including HR Strategy, Employee Relations, Reward & Recognition, Compensation & Benefits, Job Analyses & Evaluation, along with Talent Acquisition across all levels of employees. She is an HR professional with more than 28 years of proven experience in business partnering, talent management, organization development and project management across South East Asia. She is based out of Singapore and presently leading a team of 68 dynamic HR team spread all across the South East Asia but largely dominated in India. Presently, her role primarily comprises of Organization Development and brining HR Systems that can automate the daily operations and enhance the overall employee experience and engagement. Fundamentally a high growth technology company that develops, outsources, generates and sales a wide spectrum of IT and software products and services for multiple industries -domestic and international clients with a strong focus on solutions that contribute to the value of the business. One the top four IT brands in India, has known global footprint with its presence in more than 70 countries including United States of America, Munich, Australia etc. Employee base of the organisation comprises of multi-generation and multi-culture spread across different geographies. With more than 1,50,000 employees globally with net revenue of USD 11 billion (FY 2021/2022) with offices across 75+ locations. Essentially, Mrs. Das takes into consideration on establishing strong organization capabilities with strong people strategy and end-to-end processes that help to achieve business objectives.
Prior to this, she worked at Gap Inc., Global Supply Chain; a leading global retailer offering product collections for men, women, and children under the Gap, Banana Republic, Old Navy and Defence clothing. From cotton to customer, Global Supply Chain & Product Operations team sources, produces and delivers iconic, on trend style through Gap Inc.'s brands around the world. She worked as a HR Business Partner at Gap for Global Quality and Strategy functions, wherein she focused on a people strategy and transformational talent agenda designed to recruit and select, train and develop and constantly groom and retain innovative talent in the business....
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