新西兰代写：战略人才管理
新西兰代写：战略人才管理
人力资源管理强调人才管理。人才管理过程是以获取、聘用和留住人才的形式进行的。人力资源是一种组织资源，需要为实现核心竞争力和可持续发展提供高质量的绩效。有才能的员工通过他们的表现将组织推向令人目眩的高度。管理者将人才管理与公司激励员工的战略相结合。Nankervis,。陈,C。,2013)。人才管理的重点是培养跨职能领域的一致领导能力，确定实现可持续增长的具体能力。拥有人才管理系统的组织具有在全球经济中竞争的能力。他们可以利用现有的机会，创造新的机会，使股东财富最大化(Bordum, A。,2010)。当企业采用并实施长期方法而不是短期方法时，人才管理战略是成功的。为了获得可持续的竞争优势，组织应该能够在市场竞争对手之前准确地预测和评估新的机会。战略人才管理注重的是主动的措施，而不是被动的措施。
新西兰代写：战略人才管理
策略包括满足组织的人才管理需求，解决组织的劳动力问题，并及时响应行业变化(Cadez, S。、引导,C。,2012)。此外，战略管理的重点是确定员工发展的基本技能，强调最小化培训成本。战略人才管理通过招聘流程的改进，关注员工的关键发展领域。人力资源部通过职位描述和职位简介来识别有才能的候选人。根据员工的专业知识和技能来选择候选人。高绩效的员工会显著提高组织绩效。组织将人才管理计划与公司的战略计划和业务需求结合起来。目标一致具有实质意义，因为它明确了单个员工的工作角色，代表了在组织中工作的员工的价值。这种一致性导致了员工在公司成长过程中所有权的创造，员工感到有动力并致力于实现更高水平的工作绩效。因此，人才管理加强了问责制，并将可衡量的目标分配给员工。企业通过员工的支持胜过竞争对手。
新西兰代写：战略人才管理
Human resource management lays emphasis on talent management. Talent management process takes place in the form of acquiring, hiring and retaining talent employees. Human resource is an organizational resource and needs to deliver superior quality performance for achievement of core competencies and sustainable development. Talented employees drive organization to dizzy heights through their performance. Managers align talent management with company strategies for motivating employees (Ananthram, S., Nankervis, A., Chan, C., 2013). Talent management focuses on development of consistent leadership across functional areas with identification of specific competencies for achievement of sustainable growth. Organizations with talent management systems in place have competencies to compete in the global economy. They can exploit existing opportunities and create new opportunities for maximization of shareholder wealth (Bordum, A., 2010). Talent management strategies are successful when companies adapt and implement long term approaches rather than short term approach. For gaining sustainable competitive advantage, organisations should be able to accurately forecast and evaluate new opportunities before their competitors in the marketplace. Strategic talent management focuses on proactive measures rather than reactive measures.
新西兰代写：战略人才管理
Strategies include meeting organization’s talent management requirements, addressing organization’s workforce issues and responding to industry changes promptly (Cadez, S., Guilding, C., 2012). In addition, strategic management focuses on identification of essential skills for development of employees with stress on minimization of training costs. Strategic talent management focuses on key development areas of employees through improvement in recruitment process. Human resource department identifies talented candidates using job description and job profile. Candidates are selected based upon expertise and skills possessed by employees. High performing employees result in marked improvement in organizational performance.Organisations align talent management plan with company’s strategic plan and business requirements. Objective alignment gains essence since it clarifies job roles for individual employees and represents value of employees working in the organization. Such alignment results in creation of employees’ ownership in company’s growth and employees feel motivated and committed for achievement of superior level of job performance. Thus, talent management strengthens accountability and assigns measurable goals to employees. Businesses outperform their competitors through support of workforce.
