Over the past half century, the Tibet Nationalities Institute,the first university especially built for Tibetans, has trained more than 30,000 people and greatly contributed to the region’s development
This paper discusses talent management to support Human Resource （HR） tranformation and analyzes the role and the function of Human Resource Management （HRM）, how it is expected to be in the future for any organiz...This paper discusses talent management to support Human Resource （HR） tranformation and analyzes the role and the function of Human Resource Management （HRM）, how it is expected to be in the future for any organization. The discussion about the relation between HRM, talent management/talent pool, training and development, and HR preparation for leader＇s candidates （succession） required by every organization to maintain its existence and competitive advantage, is raised in this paper, using literatures/content analyzes and descriptive explanation. Based on the analysis, HRM in the future should be involved more directly in overall people-related business process in order to support the competitive advantage of organization. The role of HRM is no longer limited to the administration, but has shii^ed into a strategic partner and change agent. Talent management can be applied to the fields of business and education in order to achieve superior performance. Appropriate talent management can be used as a strategy to improve organizational performance. Talent management application that is consistent with the goals, strategies, and values of the organization will provide a positive impact on organizational performance.展开更多
Talent management(TM)is the current buzzword for organisations that want to attain competitive advantage globally,including Saudi Arabia.The present study explores the status and the emergence of TM in Saudi Arabia in...Talent management(TM)is the current buzzword for organisations that want to attain competitive advantage globally,including Saudi Arabia.The present study explores the status and the emergence of TM in Saudi Arabia in the last few years based on reviewing the pre-existing literature.In addition,an insight into the challenges specific to the management of talent in Saudi Arabia is discussed.Due to the traditional and conservative society of Saudi Arabia,along with its governmental policies such as Saudization and the Nitaqat system,it has become extremely challenging for private organisations to employ TM practices.This study provides insights into various TM practices employed in Saudi Arabia;however,none of the studies have provided any information about the types of TM practices to be employed for a better and more efficient organisational performance in the context of Saudi Arabia.It is concluded that the practice of TM in Saudi Arabia is extremely selective in private organisations and can be considered to be in its infancy.Moreover,the gaps in the research in these areas are identified,and based on those,recommendations are made for the scope of future work.This study contributes to a critical understanding on the suitable TM practices that can be applied in Saudi Arabia as well.It provides insights assisting to further research and practical applications.Our study finds its relevance among TM academicians,human resource(HR)departments,policy makers,government agencies,talent managers,and employers who are either already functional in Saudi Arabia or are planning to open business processes in Saudi Arabia in the near future.This can act as a strategic development when collaborated appropriately with the government authorities.展开更多
文摘Over the past half century, the Tibet Nationalities Institute,the first university especially built for Tibetans, has trained more than 30,000 people and greatly contributed to the region’s development
文摘This paper discusses talent management to support Human Resource （HR） tranformation and analyzes the role and the function of Human Resource Management （HRM）, how it is expected to be in the future for any organization. The discussion about the relation between HRM, talent management/talent pool, training and development, and HR preparation for leader＇s candidates （succession） required by every organization to maintain its existence and competitive advantage, is raised in this paper, using literatures/content analyzes and descriptive explanation. Based on the analysis, HRM in the future should be involved more directly in overall people-related business process in order to support the competitive advantage of organization. The role of HRM is no longer limited to the administration, but has shii^ed into a strategic partner and change agent. Talent management can be applied to the fields of business and education in order to achieve superior performance. Appropriate talent management can be used as a strategy to improve organizational performance. Talent management application that is consistent with the goals, strategies, and values of the organization will provide a positive impact on organizational performance.
文摘Talent management(TM)is the current buzzword for organisations that want to attain competitive advantage globally,including Saudi Arabia.The present study explores the status and the emergence of TM in Saudi Arabia in the last few years based on reviewing the pre-existing literature.In addition,an insight into the challenges specific to the management of talent in Saudi Arabia is discussed.Due to the traditional and conservative society of Saudi Arabia,along with its governmental policies such as Saudization and the Nitaqat system,it has become extremely challenging for private organisations to employ TM practices.This study provides insights into various TM practices employed in Saudi Arabia;however,none of the studies have provided any information about the types of TM practices to be employed for a better and more efficient organisational performance in the context of Saudi Arabia.It is concluded that the practice of TM in Saudi Arabia is extremely selective in private organisations and can be considered to be in its infancy.Moreover,the gaps in the research in these areas are identified,and based on those,recommendations are made for the scope of future work.This study contributes to a critical understanding on the suitable TM practices that can be applied in Saudi Arabia as well.It provides insights assisting to further research and practical applications.Our study finds its relevance among TM academicians,human resource(HR)departments,policy makers,government agencies,talent managers,and employers who are either already functional in Saudi Arabia or are planning to open business processes in Saudi Arabia in the near future.This can act as a strategic development when collaborated appropriately with the government authorities.
