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HRM Case: Technologies, Financial Impact and Best Practices

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The original case study data and scenario:

Reference Material:
"HR Technology Trends to Watch in 2007," HR Focus (2007), volume 84, issue 1.

Talent Management has emerged as a key differentiator for organizational success. In his article "The Emergence of Talent Management," author Kevin Oakes discusses issues related to enabling and advancing talent management through a variety of HRM related technologies. In his article, author Oakes quotes ThinkEquity Partners co-founder Michael Moe, stating "There is no bigger problem in the global marketplace today than how to obtain, train, and retain knowledge workers" (2006, page 21).

The solution addresses each of the following points, in about 200 words each.

•Analyze the article's perspectives concerning talent management and technology issues.
•Suggest strategies for evaluating HRM-r technologies financial impact of talent management initiatives.
•Evaluate the views presented in the article and determine if best practices can be distilled as they relate to HRM technologies and talent management.

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Solution Summary

This solution is about 600 words and addresses three case study questions from the article "The Emergence of Talent Management" by author Kevin Oakes. The solution analyzes perspectives on how talent management is impacted by technological initiatives (such as tracking a prospective job candidate through the recruitment process, to recording each and every career "step" of an employee). There are also several strategies provided in how HRM technology can have a positive financial impact on an organization. Finally, there is an opinion provided on best practices related to HRM technology. There are references and citations included.

Solution Preview

1. Employees are often an organization's most valuable, and perhaps most expensive, resource. Talent management is paramount for success. It is vital for an organization to know the breadth and depth of knowledge, skills and abilities (KSAs) their employees possess. Technology can be capitalized to track and maintain talent. For example, Human Resource Information Systems (HRIS) such as PeopleSoft and Dynamics store an "electronic card" on employees. Human Resource (HR) staff are able to input training, education, certifications and skill types into the cards. The HRIS can then be queried for a specific trait, such as employees who have a Commercial Driver License (CDL) endorsement. Having such information readily available provides "more business strategy consulting to line managers" (Anonymous, 2007, ¶11). The potential issues with any HRIS include the value is directly related to the frequency and accuracy of use. If HR staff does not obtain ...

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