As the chief human resources officer in a multinational corporation, I recognize that businesses need to take a more enduring approach and adhere to their talent acquisition policy. With the theme The need for innovative and innovative working methods to achieve a holistic approach to talent, is the basis for research in this project. Theories learned to complete this research paper.
Summative Feedback: Grade: Assessor Signature: Internal Verifier’s Comments: Signature & Date: Resubmission Feedback: Date: Contents I Introduction 10 II Hypothesis 10 III Literature Review 10 3.1 KPI 10 3.2 Task Management 11 3.3 Promotion in Work .11 IV Data Collection 12 Descriptive Data 12 Raw Data Collection 12 Cost 12 V Analyzation 12 VI Finding .21 VII Discussion and Recommendations 24 7.1 Discussion .24 7.2 Recommendations 25 VIII Re-confirm hypothesis .26 IX Pros & Cons 27 X Conclusion 27 XI References 28 XII Appendices 28 12.1 Result 29 12.2 Question List .35 Research Report I Introduction As the chief human resources officer in a multinational corporation, I recognize that businesses need to take a more enduring approach and adhere to their talent acquisition policy With the theme "The need for innovative and innovative working methods to achieve a holistic approach to talent", is the basis for research in this project Theories learned to complete this research paper II Hypothesis Hypothesis: H1: Does setting KPI by month help employees to work better than setting KPI by year or not? H2: Is employee time-based management more efficient instead of task-based management? H3: Does the employee follow the promotion roadmap in specific jobs or rely on breakthrough projects to promote? Tittle: Management strategy to talent management Method: Questionnaire Access: Google Form, randomly (use Google to create survey) III Literature Review 3.1 KPI Encouraging and motivating employees regularly at work is an effective way to help you complete KPI well, while contributing to optimal labor efficiency but also a way to motivate employees to work better Although the employees have only completed half of the KPI set, but the timely encouragement and praise of the employees' efforts when looking at their work performance help them feel appreciated and recognized the effort they put into (acabiz, 2021) For each specific score framework, the KPIs system developer identify each link between the evaluation results and the specific remuneration levels Depending on each department of titles, fields of activity that managers perform the construction of flexible KPIs in steps and should hire experienced consultants to combine with employees in the Company to targets put into use to promote high efficiency and are their accomplishments throughout the year Setting KPI by month help the company to have a quality working team and help employees and the company achieves the benefits in it Based on chart 5, the assessment of the effectiveness of the company's previous KPI setting, receiving most of the opinions of employees rated on a scale of ineffectiveness to extremely effective, first of all 12.9 % of employees rate that the company's previous KPI is ineffective, 29% rate of employees rated as ineffective, up to 25.8% rate of employees seeing the efficiency, 19.4% rate of employees members found it very effective and 12.9% of the staff thought it was extremely effective The chart shows that the ratio of inefficiency including inefficiency is 41.9% of the employee rating, and the remaining 58.1% of employees agree with the previous KPI setting brings many benefits to Staff However, the disagreement is not significant, but the difference is so low, bringing nearly half the percentage of employees who are not really satisfied with what the company brings through the form of KPI setting In chart 6, there is great consensus here for the "Yes" selection Up to 77.4% of employees find that for each KPI completion level, the employee received a certain salary and bonus, the rest rate of employees choosing "No" is 22.6% In this chart, most employees like to work if they receive certain rewards for their effort, which is evident in the employee's mentality Employee performance bonuses helped employees work proactively and maximize their capabilities compared to their nothing Charts from questions such as 7, 8, and support the second hypothesis, which staff is time-based or task-based, which is really effective in the management strategy? In Figure 7, up to half of employees, accounting for 51.7%, say they like to work on a time basis, meaning that they need time to get the job done Next 38.7% of employees like to be done according to the amount of work that they can complete in a day The remaining 9.7% of the staff members give the two above opinions It can be seen that the imposition of employees according to the number of jobs not help the talent management strategy achieve the expected efficiency The proportion of employees who prefer to complete their work based on time can be what employees are really needed to help them not feel the pressure of the company on the employees In Figure 8, if it is to put pressure on employees to get the job done in a given time, 48.4% of the employees say they feel pressured if the company does so, the rest 51.6% of employees said that they not feel pressured However, this ratio is almost 1: 1, the company needs to make changes in the management strategy so that employees can easily access the talent management strategy In chart 9, in order to improve if employees feel pressured, the company come up with suitable strategies to improve that, the percentage of employees who prefer to work in groups is 48.4% and the percentage of employees like to personal work is 51.6% Show that the majority of employees like to work individually, but they also like to work in groups The company needs the combination of these two working methods to help employees work better Charts from questions such as 10, 11, 12, 13, and 14 supports the third hypothesis for employee promotion, so it should be based on a specific roadmap or projects to help employees break through In chart 10, most employees want to have a detailed and clear roadmap for their advancement in the job, the percentage of employees who want to have the direction to help them advance in the company job is 64.5%, in addition, the percentage of employees who work without orientation is 35.5% In chart 11, where companies question their employees to help them advance faster through challenges and opportunities, the majority of employees are 51.6% willing and able to it, followed by 41.9% of employees declined because they did not need that need, and 6.5% of the staff did not give an answer It can be seen that the need to work and the need to be promoted in the employees is high, because they are always working and are willing to give their all to the company, but in return the employees need recognized through promotion To achieve promotion opportunities, employees need to go through a challenging work process In this chart, employees are willing to accept the challenge to capture advancement opportunities in their work In chart 12, the company shows that if an employee wants a promotion it takes a lot of effort, but this not make it difficult for the employee because the percentage of employees who choose to it the very best job is 51.6%, the percentage of employees choosing to refuse because they think their current job is good, the rest have not given answers, accounting for 12.9% In chart 13, the company's management strategy change bring many changes in the company, but employees can still adapt and change accounting for 51.6%, in addition to the proportion of employees not change because for them the change created many problems accounting for 38.7%, and ultimately 9.7% of employees stand between these two decisions In Figure 14, employees who like to work and are rewarded quarterly for the year account for 54.8%, the percentage of employees who like to be rewarded by year is 29%, and in the end, the lowest percentage is employees who like to be rewarded monthly 16.1% In this chart, it can be understood that, in order to motivate employees to go to work and approach the promotion roadmap, the bonus must go hand in hand with the employee's efforts can be a lever to help employees work hard to be rewarded and promoted Finally, on the chart for question 15, the company gave the options to survey the employee's feelings when doing this survey, most of the employees felt normal because they had experienced it Many companies have such changes, followed by a part of employees who feel very happy because they see that the company cares about more employee benefits than before, accounting for 39.3%, and 17.9% of employees feel that very excited because this helped the company and its employees both achieve better benefits and results VII Discussion and Recommendations 7.1 Discussion In today's competitive working environment, talent management is becoming an increasingly important factor to promote the growth of businesses If corporate policies not bring many benefits to employees, it is obvious that employees want to stick for the company for a long time, that is not possible I realize that talent management includes many aspects, in order to this well, businesses need to pay attention to the needs and wants of employees If the company has a good talent management strategy, employees will work and are willing to give their best, on the contrary, employees has not work well if the company has good talent management regimes Therefore, based on many candidates' answers, as well as my observations, most businesses have not performed well their talent management strategy Because most businesses are still focusing on growth, they are ignoring many policies to compensate employees But if a business wants to develop in the long run, the factor of having a good employee is still the most important factor About 10 years ago talent management focused primarily on talented people and the manager's role and how their influence affects lower-level employees, as opposed to HR management focus on the life cycle of each employee in the organization Talent management has an enormous role and responsibility in anticipating the human resources needed and planning to meet that need through the recruitment, development and engagement process In some organizations, only the top employees are in the talent management system Elsewhere, all employees are involved in the process In some companies, the talent management system is accessible through software engineering, others through meetings between the talent's direct manager and the human resource manager Meanwhile, with HR management, all candidates and employees need attention and attention Meetings between employees' direct managers and human resources are also less likely under the HR management system, except in some special cases In addition, HR management is less of a long-term strategy like talent management (HKT CONSULTANT, 2019) In an increasingly fierce competition environment and especially in many erratic and uncertain business contexts, businesses need to stand firm and promote their competitive advantages in order to survive and thrive If an enterprise wants to stand firm, its internal strength must be strong However, at present, the situation of employees thinking about jobs and changing jobs in key industries is very large Specifically, according to Anphabe's "The Tale of the Departures" survey, the percentage of people thinking of continuous increases in Vietnamese companies reached 20.5% in 2018 Specifically, for the IT industry, according to the report "Current situation of IT human resources and recruitment plan to meet new technology" of Navigos Gruop, 45% of employees said that they are not satisfied with the salary and bonus regime, 40% have no chance of promotion For the manufacturing industry, according to research by Navigos Search has just published with a report called "Portrait of human resources in manufacturing industry: challenges and opportunities in Industry 4.0" The reason why employees think jobs are 49% due to salary, welfare and 43% is due to promotion is not clear According to this report, for the majority of employees, salary, bonus (62%) and promotion mechanism (44%) are still the most important factors to keep them in the company, after that new issues of boss or work environment Disadvantages of management strategies in talent management strategies, changing management strategy structure to bring more benefits to employees, helping employees get more benefits when working and promotion opportunities clearly This is obviously have part of the impact on the business having to spend a huge amount of money and time operating and applying change structures to all employees 7.2 Recommendations Experience to retain employees for the business, the first thing promotion is a milestone in the career of individuals and organizations, is a worthy reward for those who are capable and achieve good job performance Learn and evaluate the effectiveness of what employees have done, discover new skills they want to expand From there, you should create opportunities for them to develop, promote and make the best use of the employees' capabilities and experiences for the general work of the company It is also a way to help you build trust and respect for your employees Second, training middle management skills, so that they know how to recognize problems in employees' work and find ways to remove and invest in software, tools, and processes Helping organizations improve productivity Use KPI to quickly recognize when employees have signs of ineffective work, interview to solve problems Invest in employee training Third, the most successful managers and leaders are those who know how to develop the "carrot and stick" technique "Carrot" means that when employees achieve good results; give them the deserved rewards or the most sincere compliments Sometimes just a thank you from a leader for an employee's contribution to the company results in incomparable rewards This makes employees feel their efforts are appreciated and properly appreciated Always make sure that each thank you is sincere from the bottom of your heart Mental encouragement can sometimes be even more effective than expected Finally, rewarding by privilege is an effective way to help employees strive better in the job and thereby boost the productivity of the whole team or company Share the privileges employees often think only leaders have, for example being allowed to handle work remotely for a specified amount of time, attending leadership parties, reach potential customers But also pay attention to set clear targets for employees to strive and select the kind of benefits that not affect the productivity of the whole team VIII Re-confirm hypothesis From creating statements to the hypothesis that management strategy plays a key role in new and creative ways of working to retain talent, the results show that statements have been confirmed and results are delivered as expected Show that the application of the theory and the tools laid out according to the original plan Employee retention is increasingly effective And based on survey results, this hypothesis is 70% correct IX Pros & Cons The research conditions for this project are not the most ideal to So this study has certain weaknesses and strengths Strength: + Surveying many employees in many different working environments such as real estate, sales, marketing, etc + The method of using questionnaires to easily approach candidates without spending a lot of time + Nowadays, the use of the Internet is increasingly popular, so the survey of questions related to Google form is increasingly convenient and fast Weakness: + Because the budget is limited because they are still students, the survey subjects are only around the business administration industry + The surveyed subjects also have a part of employees who have not been working for a long time, so the results can only partially assess + The time to the research is only equal to months of subject, so the research is not completely accurate and positive If this research is done again, I hope to improve the cost to explore more aspects Moreover, it is necessary to clearly define the survey subjects in order to collect more accurate data It is important to focus on management strategies to retain talent in many different working environments If done the above, the research had been clearer, more accurate and more positive X Conclusion I have studied more tools of market analysis and surveys through the testing process This is certainly the basis for me to complete the study in the best manner possible The study even measured my skills in more than one way Help me reinforce my strengths and correct my shortcomings XI References Companies, 1., 2021 Key Talent Management Considerations for Creative Companies - Innovia Partners [online] Innovia Partners Available at: [Accessed March 2021] Management, T., Benefits, H., Analytics, D., Engagement, E and Hocking, M., 2021 How to develop your talent management strategy - HRD [online] HRD Available at: https://www.hrdconnect.com/2019/09/06/how-to-develop-your-talent-management-strategy/ [Accessed March 2021] Upwork.com 2021 How to Build an Innovative Talent Management Strategy | Upwork [online] Available at: [Accessed March 2021] Eduviet 2021 cách quản lý nhân viên hiệu - Eduviet [online] Available at: [Accessed March 2021] Citisteel.vn 2021 KPI Là gì? Phương pháp đánh giá thực công việc KPI - Citisteel.vn [online] Available at: [Accessed 10 March 2021] FreshBooks 2021 The Importance of Time Management: Tips for Boosting Your Productivity [online] Available at: [Accessed 10 March 2021] Techopedia.com 2021 What is Task Management? - Definition from Techopedia [online] Available at: [Accessed 10 March 2021] XII 12.1 Appendices Result 12.2 Question List ... hiencong-viec-bangkpi.html#:~:text=KPI %20 %2D %20 Key %20 Performance %20 Indicators%2C %20 l%C3%A0,ch%E1%BB%A9c% 20 n%C4%83ng %20 hay %20 c%C3%A1 %20 nh%C3%A2n.> [Accessed 10 March 20 21] FreshBooks 20 21 The Importance of Time... [Accessed 10 March 20 21] Techopedia.com 20 21 What is Task Management? - Definition... 25 VIII Re-confirm hypothesis .26 IX Pros & Cons 27 X Conclusion 27 XI References 28 XII Appendices 28 12. 1