Talent Management: An Internal Control System

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Introduction

An internal control system (ICS) provides guidelines concerning the optimal decision-making outline for all employees. The accomplishment of company goals is a multidimensional phenomenon that involves the intersectionality of dynamic institutions. The pillars that attribute to the function of a business enshrine effective human resource management, compensation scale, profitability margin, and the core competitive advantages. It is the responsibility of directors to establish solutions on exaggeration regarding remuneration. One of the critical problems that affect firms encompasses the extensive indemnification range despite the institution’s financial performance. Corporate governance is an essential factor within an organization due to efficiency in managing all production elements.

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Talent management is a multifaceted human resource phenomenon that involves attracting and retaining high-quality employees in an organization. This aspect is attributed to a forward-looking function that is key in improving the company’s flexibility and performance. Communication is essential during the training and development of these talents, considering that all the functions should work together to attain the required goals. The optimal performance of an organization depends on the professional engagement among the relevant stakeholders. Within the ICS spectrum, the board of directors’ responsibility is to ensure adherence to rules and regulations during functions. Additionally, the executive team asserts effective implementation of the Articles of Incorporation during the management of dynamic factors of production. It is the mandate of an administration to empower the institution on performance outlier based on proficiency in alleviating risks and supervising the execution process. The researcher notices a lack of association between the compensation scale and a chief executive officer (Baker et al., 2019). The concept fosters the emergence of a significant problem regarding the CEO’s pay justification relative to the company’s revenue.

Employer Branding

The advent of the COVID-19 pandemic rendered a profound alteration in the business practice due to the significant influence of interaction among employees. In research by Minchington (2021), employer branding faces proficient evolutionary since COVID-19. An excellent example of evolutionary labeling initiative involves a change of organizational culture. In this case, corporate managerial teams focus on the optimization of leadership capacity to elevate the necessity of employees’ empowerment. Apart from captaincy, the pandemic steered the significance of educating workers regarding better financial strategies. The researcher further stipulates that another distinct factor that faces burgeoning effect enshrines implementing strategic approaches, such as workers’ dynamic workstations, hence intensifying flexibility within the next three years. (Oboh & Ajibolade, 2017). In this case, the integration of details concerning consumer behavior and economic performance plays a vital role in improving the development of strategic concepts for business growth.

Customer service experience is a phenomenon that is essential to the competence of a business internationally. During the evolution, there was a paradigm shift involving the elevation of consumers as the kings and queens. It is a situation attributed to the change in product and service information control. Organizations dominated the market and manipulated the clients’ preferences based on their key goals and values (Kennedy, 2017). However, modern society rendered proficiency in the accessibility of crucial knowledge based on the ability to choose the preferred corporation objectively.

Boosting communication within an organization such as Alibaba poses a competitive advantage due to the impact on the coordination of procedures. Efficient sharing of information within an institution fosters the development of a functional corporate culture enshrining a teamwork environment (Duralia, 2018). One of the highly valued assets of an enterprise is human resources. The proper coordination of operations among employees translates to an excellent consumer service experience that attributes loyalty across the clientele base.

Different organizations implement various interaction settings on a shared domain of the company, such as through the organization’s emails and social media workgroups. On the one hand, the networks fostered the creation of a niche platform among the employees hence intensifying the spirit of teamwork. On the other hand, the forums enhanced the emergence of sophisticated podiums, potentially risking the violation of workers’ rights through increased interactions. Fundamentally, these entities profoundly influence the behavior and performance of the staff within the organization (Duralia, 2018). The substantial value of the internet community to the laborer and organization enhances the dynamism in the different ethical codes that initiate reasoning and conduct while fostering brand positioning and digitization of word-of-mouth.

Social media highly contributes to the intensification of the flow of information locally and internationally. The increased flow of information rendered the emergence of a global village as a niche market for businesses. Therefore, the internet community has, directly and indirectly, impacted businesses facing both external and internal challenges (Wang & Kim, 2017). In this case, the elevated rate of knowledge acquisition about digital forums, the higher the impact on exploiting the utilities in improving business competence. The knowledge and skills addition renders that the entity emerged as a dominant platform of interaction among people, thus offering businesses opportunities to exploit the emergent niche market (Pourkhani et al., 2019). These capabilities include brand awareness, loyalty, product innovation, diversification, and a global network. The interaction between the various tools and intellect with the capabilities contributes to improving performance and sales volume. Social media significantly contributes to the competence level of the operations.

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Businesses collect information about their competence level through distinct capability entities and social media. These are referred to as strategic points, whereby companies use to create competent marketing responses. The entities influence the capability of businesses by acquiring strategic and qualified knowledge and skills (Moy et al., 2020). Businesses can also use this information to customize their products and services to fit individual tastes and preferences for their clients. The accomplishment of company goals is a multidimensional phenomenon that involves the intersectionality of dynamic institutions.

Effective business strategies contribute to enhancing operations and competence through the information gathered from the various social media platforms. Moy et al. (2020) articulate that businesses get equipped with knowledge of how to effectively use social media through the acquired dynamic capabilities to make sales and marketing activities. Freshippo focuses on the ideal solution of improving its efficiency in customer service experience through branding initiatives. On the one hand, the corporation fosters a relationship-building between management and employees based on the derivation of crucial details about consumer behavior. On the other hand, the enterprise poses a dynamic proficiency across the global market based on optimizing cloud computing and online business.

Cause-related marketing refers to implementing strategies based on the accrual benefits between two parties. In this case, the core factor involves the provision of marketing space for different companies to advertise their product while primarily promoting Freshippo’s essence in acquiring a position in the global clientele. Therefore, all stakeholders attain various levels of competence through the cloud computing entity of the online business (Wayne, 2018). The emergence of the worldwide village encapsulates the intensified transfer of information, fostering the prominent factor of a dynamic niche market and behavioral patterns. A case of adding value to the products and as well as a rarity perspective of the same manipulates the characteristic of the market for Alibaba’s side. An excellent example is the diversification of the product to fit the demands and needs of the evolving customers and establish effective evaluation techniques.

Skills and capacity development is an approach embedded with a strategic management plan that significantly impacts the performance of an organization. The prominent asset of a company is the workers hence the importance of integrating values and expertise. Researchers establish a seven-step procedure that enhances an organization’s performance under the spectral view of tactical framework ideology (Liu, 2021). The first phase engulfs understanding the importance of a prudent mainframe. It is crucial to establish the purpose of a disposition to integrate dynamic stakeholders during the implementation process optimally. The second maneuver is the setting of objectives. The aspect significantly contributes to the new behavioral response by the participants due to the articulate guideline to sustain the progressive change in the enterprise. Different institutions uphold distinct concepts during operations and practice. As a result, the advancement of the rationales provides an insight among the laborers and the administrative team regarding the shrewd animus.

Employee Engagement

COVID-19 pandemic fostered the emergent of an evolutionary approach concerning employee engagement within organizations. Baker (2021) establishes that organizations seek to enhance cost-effectiveness while intensifying engagement with the workers. Therefore, the distinct approaches to steering the transformation encompass increased remote working, contingency in expanding workers’ roles, and the separation of critical roles and skills. The profound overview in the next three years involves the articulation of key employee-employer relationships. There are dynamic, unpredictable situations in the business environment due to the variant stakeholders participating in building value from the products (Donatiello et al., 2017). Another phase of the enactment is researching the disparate aspects of accomplishing the objectives (Liu, 2021). A significant percentage of corporations focus on integrating the organizational culture and the employees’ expertise. Therefore, it is crucial to establish the key factors that enhance the set purposive initiatives’ accomplishment and the dynamism of the conceptual framework.

It is the responsibility of a company’s management team to establish initiatives that steer the growth and development of the entity. In this case, researchers indicate that one of the major ideologies that improve employees’ skills and capacity effectiveness encompasses choosing an efficient and compatible action plan (Gupta et al., 2018). The main reason for the administration’s participation in this step engulfs integrating the disposition with the enterprise’s goals (Gupta et al., 2018). An excellent example of an undertaking is determining the approaches of improving teamwork and the best benchmarking firms. Although distinct corporations utilize different mainframes to boost the performance outlier amid workers, benchmarking provides a platform for exchanging values that contribute to the improvement of standards (Lurie et al., 2021). It is the mandate of the relevant parties to initiate articulate and engaging propositions to advance competition among the ventures.

The final step of the strategic plan entails the implementation process that indicates the significance of skills and capacity endowment between employees. The workers feature the highest asset value of an organization. Therefore, it is the responsibility of all relevant stakeholders to ensure prominent prioritization of initiatives that enhance the expertise among the staff (Benischke et al., 2018). On the one hand, the laborers’ attainment of dynamic professionalism reflects through the institution’s competence. On the other hand, the concept intensifies the contest within the entrepreneurship scape. Mastery in delivery on customer service experience involves acknowledging the client’s needs and the desired purchasing value.

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Business ethics is a multifaceted phenomenon that enshrines the ability to uphold authenticity and clarity in the decision-making process in an entity. One of the critical issues that threaten a firm’s performance level is copying the enterprise strategies from other companies. The organizational culture of one company differs from another institution’s culture to boost performance and employee satisfaction. Therefore, the lack of authenticity leads to unsustainable organizational culture hence negatively affecting competence (Kačerauskas, 2019). Copying corporate strategies from another company is unsustainable because it faces incompetence and inefficiency from conflicting goals. Due to competitors’ copying strategies, ethical issues in business management engulf inherent issues such as conflicting business goals and poor management. The future of a business lies in establishing definitive goals such as the expected profit margin within one financial year.

Different organizations utilize dynamic approaches in solving the challenges encountered within the company. One of the institutions that demand the participation of employees in establishing alternative aspects in the entertainment industry. Further, conflicting business goals lead to the employee’s underperforming cause of the company’s lack of a clear vision board. In this case, the company faces an additional ethical issue of poor leadership due to the employees’ conflicting ideologies (Kačerauskas, 2019). In a different spectrum, the lack of authentic business strategies leads to the company’s stagnation and inefficient utilization of the available technological assets. Although the company acquires technological resources, the management lacks insight regarding optimal and sustainable utilization to enhance its operations.

Ethical issues that arise from the lack of genuine corporate strategies encompass poor decision-making processes and a dysfunctional organizational culture. Sustainable business management is the ability to establish originality that promotes competitive advantage development. Authenticity in the practices boosts the essence of innovation and competition in the enterprise environment. Therefore, it is vital that firms embrace innovation and technological advancement as the primary drivers of competence (Kačerauskas, 2019). Culturally sensitive care is the approach of ensuring the recognition of diversity within a particular mainframe. The global human society is dynamic hence the importance of incorporating the practice that boosts the relationship-building among people from different ethnic backgrounds. It is an essential factor within the healthcare sector due to the optimal service delivery.

Apart from utilizing strategic human resource management, developing initiatives that enhance workforce diversity is essential. One element involving diversity management practices is the changing socio-demographic traits. Organizational culture is an aggregate of standard practices among the employees. Therefore, the nursing institution’s heterogeneity of workers meant the change in the attitude and approach towards dynamism within the public workplace. The researcher further establishes that the managers implement diversity management practices as the key solution to the emergent issue of conflicting ideals (Boella, 2017). Change is an inevitable concept within human society, and workforce variation relies on the personality of the administrators.

The role of the leader is team-oriented, while a manager focuses on the accomplishment of tasks. The disparity between the two renders the profound distinction in their duties and responsibilities in eradicating bullying. On the one hand, a manager mainly develops frameworks and targets for the relevant department to accomplish growth and development. On the other hand, a leader establishes the ideal variables to enhance the coordination among workers to enhance the coordination. Primarily, both entities provide platforms to foster positive change within an organization (Morsiani et al., 2017). A captain’s duties ensure compliance to the regulatory mainframe, setting up policies, and spearheading the transformation. The additional roles include the scheduling of teams, assignment of duties to staff, and career opportunities for the workers. Although both positions dynamically contribute to the nursing profession, their coordination cultivates a significant eradication of bullying by boosting the interrelations among colleagues.

Conclusion

The advent of the COVID-19 pandemic fostered the emergence of separate elements across a distinct global spectrum. Talent management is an organization that mainly relies on culture, policies, and practices within a particular setting. Therefore, it is vital to indicate the integral value of workers’ engagement and a company’s branding structure. The business start-up faces imminent risks cause of the proficient element of sustainable competence. Technological advancement intensified the quality of business competition and management strategies. In this case, a significant percentage of enterprises focus on the essence of incorporating strategies that elevate productivity and customer service experience. Coordination within the managerial team attributes to the significant effect of transition towards sustainability. Communication is essential during the training and development of these talents, considering that all the functions should work together to attain the required goals.

References

Baker, D., Bivens, J. & Schieder, J. (2019). Reining in CEO compensation and curbing the rise of inequality. Economic Policy Institute. Web.

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Baker, M. (2021). 9 future of work trends post-COVID-19. Gartner. Web.

Benischke, M.H., Martin, G.P. & Glaser, L. (2018). ‘CEO equity risk bearing and strategic risk taking: The moderating effect of CEO personality’. Strategic Management Journal, 40(1), pp.153-177. Web.

Boella, M. J. (2017). Human resource management in the hotel and catering industry. Taylor & Francis. Web.

Donatiello, N.E., Larcker, D.F. & Tayan, B. (2017). ‘CEO talent: A dime a dozen, or worth its weight in gold?’. European Financial Management, 24(3), pp.301-308. Web.

Duralia, O. (2018). Integrated marketing communication and its impact on consumer behavior. Studies in Business and Economics, 13(2), pp.92-102. Web.

Gupta, A., Briscoe, F. & Hambrick, D.C. (2018). ‘Evenhandedness in resource allocation: Its relationship with CEO ideology, organizational discretion, and firm performance’. Academy of Management Journal, 61(5), pp.1848-1868. Web.

Kačerauskas, T. (2019). Ethics in business and communication: Common ground or incommensurable? Web.

Kennedy, A.M. (2017). Macro-social marketing research: philosophy, methodology, and methods. Journal of Macromarketing, 37(4), pp.347-355. Web.

Liu, X. (2021). ‘NIKE’s general company analysis based on its 2020 annual report’. In 6th International Conference on Financial Innovation and Economic Development (ICFIED 2021) (pp.799-803). Atlantis Press. Web.

Minchington, B. (2021). Employer branding – the future of work, leadership, and the employee experience. Kantar Sifo. Web.

Morsiani, G., Bagnasco, A., & Sasso, L. (2017). How staff nurses perceive the impact of nurse managers’ leadership style in terms of job satisfaction: a mixed method study. Journal of Nursing Management, 25(2), 119-128. Web.

Moy, M. M., Cahyadi, E. R., & Anggraeni, E. (2020). The impact of social media on knowledge creation, innovation, and performance in small and medium enterprises. Indonesian Journal of Business and Entrepreneurship (IJBE), 6(1), 23-23. Web.

Oboh, C.S. & Ajibolade, S.O. (2017). Strategic management accounting and decision making: A survey of the Nigerian Banks. Future Business Journal, 3(2), pp.119-137. Web.

Pourkhani, A., Abdipour, K., Baher, B., & Moslehpour, M. (2019). The impact of social media on business growth and performance: A scientometrics analysis. International Journal of Data and Network Science, 3(3), 223-244. Web.

Wang, Z. & Kim, H.G., (2017). Can social media marketing improve customer relationship capabilities and firm performance? Dynamic capability perspective. Journal of Interactive Marketing, 39, pp.15-26. Web.

Wayne, M.L. (2018). Netflix, Amazon, and branded television content in subscription video on-demand portals. Media, Culture & Society, 40(5), pp.725-741. Web.

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