Talent Mangement For Organisational Growth Assignment Sample

Introduction of Talent Management Activities Contribute in Organisational Growth

Section 1       

Project aim

Talent management activities in the organizational productivity growth construction industry regarding information has been conducted to identify project aims. Identification of projects in talent management activities consist of identification of efficient employees for productivity growth along with financial resource management activities. Approaching positively for productivity growth in organization talent management activity importance would be identified by different statistical  aspect revaluation.

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Project objective

Project objectives would be identified by utilization of financial and non-financial resource management that indicate construction  project importance to the derived objective of the project plan is oriented with financial resource utilization delivering effective results with time bound related project computation. Project objectives identified effective  growth in organizational benefit regarding information that conducted efficacy of a project plan for development of the construction project. Project cost  has been  identified as $150000 as  computation of project activity for productivity growth of the organization. ]Additional project management activities with talent hiring could be effective to gain knowledge about growth in organizational benefit.

Requirement of time of 2 years would be identified as an allocated time bound for project progress. Project activity regarding information would be identified through a work breakdown structure in addition to evaluating each operational activity of a project plan. Operational approach of the project plan talent management activities importance to computation of the project is identified by this assignment that is going to conduct Quality and scope regarding information. Scope of the project is to identify importance of  talent management in project plan,  additional e quality maintenance regarding activities would be identified to manage  individual employee’s performance growth for project progression.

Work breakdown structure

Work breakdown structure is  present in different informational activities of project management plan initiation with  different working activities requirements for growth of project planning. Time scheduling activities conducted to identify a requirement of time for each operational activity which is going to help monitor each operational activities progress report.

Section 2

Descriptive analysis of public and private industry culture in talent management

Public new housing	Private new housing	Total new housing	Infrastructure new work	Public other new work	Private industrial new work	Private commercial new work	All new work	Public housing R&M	Private housing R&M	Total housing R&M	Non housing R&M	All R&M	All work
MVK3	MVK4	MVM6	MVK5	MVK6	MVK7	MVK8	MVK9	MVKB	MVL2	MVL3	MVL4	MVL5	MVL6
Mean	88.1306	Mean	84.9548	Mean	85.4274	Mean	86.65196	Mean	86.48185	Mean	85.76584	Mean	86.67117
Standard Error	0.874962	Standard Error	1.009842	Standard Error	0.992463	Standard Error	0.872779	Standard Error	0.846256	Standard Error	0.882548	Standard Error	0.818603
Median	87.7	Median	86.5	Median	86.4	Median	89.8	Median	88.1	Median	86	Median	87.8
Mode	86.5	Mode	79.1	Mode	81.1	Mode	91.6	Mode	79	Mode	85.8	Mode	78.8
Standard Deviation	14.66703	Standard Deviation	16.92803	Standard Deviation	16.63672	Standard Deviation	14.63044	Standard Deviation	14.18583	Standard Deviation	14.7942	Standard Deviation	13.72229
Sample Variance	215.1218	Sample Variance	286.5583	Sample Variance	276.7804	Sample Variance	214.0497	Sample Variance	201.2378	Sample Variance	218.8684	Sample Variance	188.3011
Kurtosis	1.149095	Kurtosis	0.444902	Kurtosis	0.580272	Kurtosis	0.058238	Kurtosis	0.350063	Kurtosis	0.167637	Kurtosis	0.582197
Skewness	-0.82512	Skewness	-0.63772	Skewness	-0.67379	Skewness	-0.08252	Skewness	-0.75031	Skewness	-0.4825	Skewness	-0.72048
Range	73.2	Range	80	Range	79.4	Range	72.5	Range	64	Range	68.1	Range	65.8
Minimum	46.4	Minimum	39.6	Minimum	40.4	Minimum	53.5	Minimum	49.3	Minimum	49.1	Minimum	47.5
Maximum	119.6	Maximum	119.6	Maximum	119.8	Maximum	126	Maximum	113.3	Maximum	117.2	Maximum	113.3
Sum	24764.7	Sum	23872.3	Sum	24005.1	Sum	24349.2	Sum	24301.4	Sum	24100.2	Sum	24354.6
Count	281	Count	281	Count	281	Count	281	Count	281	Count	281	Count	281
Confidence Level(95.0%)	1.722338	Confidence Level(95.0%)	1.987846	Confidence Level(95.0%)	1.953637	Confidence Level(95.0%)	1.718041	Confidence Level(95.0%)	1.665831	Confidence Level(95.0%)	1.737272	Confidence Level(95.0%)	1.611397

Table 1: Descriptive analysis

Production activity in public and private industry indicate talent management activities of both departments to conduct potential growth has been evaluated with effective talent management activities. Information Technology based activities in the production industry conducted talent management approach work effectively that has produced  positive results in productivity growth (Ansar and Baloch, 2018). The mean value of private New Housing  indicates 88.13060498,  which shows positive growth of New Housing construction as impossible by implementation of talent management. Infrastructure development by new culture adaptability in project management has a determined mean value of 84.95480427 that indicates positive progression of last dose as effectively as productivity growth (Nasiri and Bageriy, 2020). Industrial growth of the last few years has been identified with a mean value of 85.42740214 that indicates organizational productivity growth in the construction industry  contributes as a positive result by implementation of talent management.

Descriptive analysis of Private commercial and non-housing in talent management

Public new housing	Private new housing	Total new housing	Infrastructure new work	Public other new work	Private industrial new work	Private commercial new work	All new work	Public housing R&M	Private housing R&M	Total housing R&M	Non housing R&M	All R&M	All work
MVK3	MVK4	MVM6	MVK5	MVK6	MVK7	MVK8	MVK9	MVKB	MVL2	MVL3	MVL4	MVL5	MVL6
Mean	86.38683	Mean	90.34377	Mean	85.56548	Mean	86.91744	Mean	90.29288	Mean	88.47117	Mean	86.88327
Standard Error	0.879638	Standard Error	0.765468	Standard Error	1.193105	Standard Error	1.07076	Standard Error	0.776956	Standard Error	0.935178	Standard Error	0.896185
Median	87.6	Median	94.3	Median	94.2	Median	94.1	Median	92.8	Median	93.5	Median	89.4
Mode	78.7	Mode	94.3	Mode	81.3	Mode	100.3	Mode	92.9	Mode	93.7	Mode	89.5
Standard Deviation	14.74542	Standard Deviation	12.83158	Standard Deviation	20.00008	Standard Deviation	17.94921	Standard Deviation	13.02415	Standard Deviation	15.67643	Standard Deviation	15.0228
Sample Variance	217.4273	Sample Variance	164.6493	Sample Variance	400.0031	Sample Variance	322.1742	Sample Variance	169.6284	Sample Variance	245.7506	Sample Variance	225.6844
Kurtosis	0.401505	Kurtosis	0.776222	Kurtosis	0.614673	Kurtosis	0.623699	Kurtosis	1.310253	Kurtosis	0.925348	Kurtosis	0.561165
Skewness	-0.52596	Skewness	-1.22397	Skewness	-1.34118	Skewness	-1.31718	Skewness	-1.26337	Skewness	-1.32258	Skewness	-0.85957
Range	71.4	Range	55.9	Range	74.4	Range	68.4	Range	60.5	Range	65.3	Range	69.3
Minimum	47.6	Minimum	54.6	Minimum	36.1	Minimum	42.2	Minimum	53.5	Minimum	47	Minimum	46.9
Maximum	119	Maximum	110.5	Maximum	110.5	Maximum	110.6	Maximum	114	Maximum	112.3	Maximum	116.2
Sum	24274.7	Sum	25386.6	Sum	24043.9	Sum	24423.8	Sum	25372.3	Sum	24860.4	Sum	24414.2
Count	281	Count	281	Count	281	Count	281	Count	281	Count	281	Count	281
Confidence Level(95.0%)	1.731543	Confidence Level(95.0%)	1.506802	Confidence Level(95.0%)	2.348593	Confidence Level(95.0%)	2.107762	Confidence Level(95.0%)	1.529416	Confidence Level(95.0%)	1.840871	Confidence Level(95.0%)	1.764115

Table 2: Descriptive analysis

Identification of different factors Public other new work and Private industrial new work  consider productivity growth of the organization to gain financial benefit by investment along with talent management approach.  statistical mean value has been derived by private industry growth identification that is 85.56548043, it indicates organizational productivity growth has become positive by implementation of talent management activities. Strategic implementation  in production and distribution activities of the organization deliver effective growth in productivity along with financial and non-financial Resource Management (Atrizka et al. 2020). Operational growth in organizational productivity has become achievable by implementation of talent management activities that has been identified through Median growth of new housing societies around 94.2. Medicinal benefit in industries has become possible by utilization of benefit in industries has become possible by Statistical calculation has presented median value 94.2. Organizational productivity in the construction industry has been considered by talent management activities.

Regression analysis of Private housing and non-private housing construction

Private housing and non-private housing construction
SUMMARY OUTPUT
Regression Statistics
Multiple R	0.989257
R Square	0.978629
Adjusted R Square	0.978553
Standard Error	1.884288
Observations	282
ANOVA
	df	SS	MS	F	Significance F
Regression	1	45524.63	45524.63	12821.88	7.2E-236
Residual	280	994.1518	3.550542
Total	281	46518.78
	Coefficients	Standard Error	t Stat	P-value	Lower 95%	Upper 95%	Lower 95.0%	Upper 95.0%
Intercept	2.459874	0.784831	3.134271	0.001906	0.914955	4.004793	0.914955	4.004793
X Variable 1	0.97321	0.008595	113.2338	7.2E-236	0.956292	0.990128	0.956292	0.990128

Table 3: Regression analysis of Private housing and non-private housing

Regression analysis in between private housing and non-private housing construction evaluate Multiple R 0.989257,  which indicate positive relation between two variables due to constant growth of talent management activities in operations. Significant value of the relationship between two variables has identified 7.2E-236 that indicate positive significant value work effectively to represent positive relationship between two variables growth (ons.gov.uk, 2022). A project's development is significant in addition to that. By improving the knowledge and experience of each employee, intelligent management effectively maximizes the workplace environment. Management is also thought of as human strategy, and management identifies the hiring of people and the advancement of the organization (Claus, 2019). Conducting statistical analysis has presented a positive relation between two variables highly significant and effective for future growth that has been considered by operational activities and growth by talent management activities. Talent management approach in different industries  has determined progression of productivity growth by team working of employees. Additional revenue growth of the construction industry has been developed due to the waste management approach by team management activities.

Regression analysis of Private industrial  and commercial productivity

Private industrial  and commercial productivity
SUMMARY OUTPUT
Regression Statistics
Multiple R	0.989696
R Square	0.979498
Adjusted R Square	0.979425
Standard Error	2.134205
Observations	282
ANOVA
	df	SS	MS	F	Significance F
Regression	1	60930.75	60930.75	13377.17	2.2E-238
Residual	280	1275.353	4.554831
Total	281	62206.11
	Coefficients	Standard Error	t Stat	P-value	Lower 95%	Upper 95%	Lower 95.0%	Upper 95.0%
Intercept	-6.75144	0.810864	-8.32623	3.74E-15	-8.3476	-5.15528	-8.3476	-5.15528
X Variable 1	1.067503	0.00923	115.6597	2.2E-238	1.049335	1.085671	1.049335	1.085671

Table 4: Regression analysis of Private industrial  and commercial productivity

Comparison between private and public housing building using regression analysis Multiple R 0.989696, which shows a positive correlation between the two variables as a result of the operations' ongoing expansion of talent management initiatives. A significant value of 2.2E-238 has been found for the association between two variables, which indicates a positive relationship between the two variables that is growing positively (Kravariti and Johnston, 2020). The results of statistical research have shown a favorable relationship between two variables that are important for future growth and are taken into account by operational activities and talent management activities (Shahi et al. 2020). Positive impact of talent management activities in industrial growth has been presented by statistical analysis of previous years. It can be presented by the talent management approach taken by management that growth in operational development and production growth of productivity.

Section 3       

1. Talent management is an organizational strategy and project goals are based on a particular factor. In order to organize talent management is always important for the individual business organization and that makes positive support which continuously develops organizational performance. In order to improve the project planning is always important and that improves process-based organization. As per the narration and explanation of Gallardo-Gallardo et al. (2020), talent management is a procedure that efficiently identifies how to manage organizational core models to enhance future returns. In order to, gathering numerous information in the business is always important to identify the current position of a project, and talent management creates ideas that are necessary to achieve more future scope. Apart from that, the development of a project is important. Intelligent management effectively maximizes the working culture by increasing the skills and experience of the individual employees. Management is also considered as human strategy and management identifies the talent acquisition and organization moving closer towards goals.

In order to build a talent management strategy is always important for the individual business organization and the primary purpose of talent management is to create and motivate individual employees to maintain workplace culture. But from that smooth business running process is always important for the individual business organization and that effectively extracts to achieving companies’ financial goals. Management naturally compasses many responsibilities and rules of human resources that effectively maintain a perfect strategy to optimize future scope. Talent management is the ability to attack and retain the talent of individual employees and organizational performance is also improved by a particular factor. In order to organize talent management is always important for the individual business organization and that makes positive support which continuously develops organizational performance. As per the narration of Claus (2019), talent management helps to improve the performance level of the business and the organization's outperformance can be an initiative of more talent and innovation also driven by productive team members.

1. A talent management practice is also considered a base practice and talent management professionals are needed to improve best practices to identify strong solutions. Talent management is an effective process and individual staff made possible solutions to dealing with the complex situation in the business. As cited by Sparrow (2019), the goal of improving project planning is always crucial, and it is considered an important tool that is capable of efficiently managing and identifying organizational growth after dealing with a complex situation. In order to develop an organizational will structure talent management strategy is considered an effective factor and that includes identifying the possible solution to minimize the major gaps and building toward performance. Apart from that talent management is one of the most important topics and candidates are improving based practices and attracting retained talent and creating a best practice to improve digital talent management. In order to identify the weakness and strengths of the project, it is always important and makes possible solutions that are required for the individuals. Talent management continuously motivates individual employees and the high performance of the organization also involves the common way. Apart from that talent management strategy has already been mentioned to achieve future goals and objectives that continuously focus on the future.

Recommendation

In order to develop a comprehensive framework in the business talent management strategy and activities are useful that enables future goals and objectives by tracking progress reports and improving future performance. Apart from that, based practice is also required to improve the knowledge and skill of the individual employees by improving the training and development factors and improving the communication factor of the employees. Improving talent management is a strategy that is used by the individual business organization to develop organization structure and employer branding along with the employee reputation. In order to continue improving candidates' experience is necessary and onboarding and boarding is the possible solution that helps to make them more productive and increase employee retention. Succession planning also required learning and development factors to improve the succession planning and performance management system is efficient liquid control by the HR analytics.

1. Based on the above discussion it can be concluded that meeting the aim and objectives of talent management is necessary and that efficiently dealing with the complex situation. In order to maintain the effective growth of the business organization it is current and objective and conducts an efficient project plan to develop more future scope. The goal of improving project planning is always crucial, and it is considered an important tool that is capable of efficiently managing and identifying organizational growth after dealing with a complex situation. A project plan is always considered a useful tool when individuals have to deal with a complex situation in order to manage the project effectively and identify organizational growth after managing the project.

In order to improve the project planning is always important and that improves process-based organization. A project plan is always considered a useful tool which is efficiently managing and identifies organizational growth after dealing with a complex situation.  

Section 4        

A performance review report is always important to identify the current plan and describe the outline of the evaluation of a project. When a project manager tries to develop the statement of work for the summary of information and the general document and the purpose of recording a high-level timeline to complete the specific. Talent management is the ability to attack and retain the talent of individual employees and organizational performance is also improved by a particular factor.

In order to successfully plan for the project, necessary aims and objectives are also important to identify the current position of the project. In order to evaluate the initial stage of the project it is also necessary to identify the range and perspective of the project. In order to identify the project activities are also necessary to create an outline to evaluate the current performance of a project.

In order to evaluate the main aspects of a project's initial inception and identify the project activities it is necessary to describe the project outcomes and their range or perspective of the project. Dictionary maintains each project initiative is necessary and project outcomes also depend on each factor.  In order to identify activity each activity is always important for the business and that day dived high-level timeline to complete the particular project.

In the performance review template, each factor is identified to improve the financial goals and objectives of the project which is required to manage the organizational derivatives. In order to, managing an effective project plan is always important and always undertaking the particular project is required to manage the efficient outcomes of the project.

The undertaking or the project is always important additionally, skills and knowledge are also increased by the project undertaken. In order to, measuring a project's performance is always important, and sustainable project performance plays an initiative role which is more effective to increase future performance.

Additionally, rating always depends on performance, and as a project manager, an individual has to deal with complex situations and efficiently manage organizational structures. As project managers, individuals can improve their experience to efficiently deal with complex situations. In order to develop an organizational will structure talent management strategy is considered an effective factor and that includes identifying the possible solution to minimize the major gaps and building toward performance.

In order to organize talent management is always important for the individual business organization and that makes positive support which continuously develops organizational performance. Identifying the strengths and weaknesses is always important and that makes positive solutions at the time of complex situations. In order to identify the weakness and strengths of the project, it is always important and makes possible solutions that are required for the individuals.

Reference list

Claus, L., 2019. HR disruption—Time already to reinvent talent management. BRQ Business Research Quarterly, 22(3), pp.207-215.

Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: context matters. The International Journal of Human Resource Management, 31(4), pp.457-473.

Meyers, M.C., van Woerkom, M., Paauwe, J. and Dries, N., 2020. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), pp.562-588.

Sparrow, P., 2019. A historical analysis of critiques in the talent management debate. BRQ Business Research Quarterly, 22(3), pp.160-170.

Ansar, N. and Baloch, A., 2018. Talent and talent management: definition and issues. IBT Journal of Business Studies (JBS), 1(2).

Atrizka, D., Lubis, H., Simanjuntak, C.W. and Pratama, I., 2020. Ensuring Better Affective Commitment and Organizational Citizenship Behavior through Talent Management and Psychological Contract Fulfillment: An Empirical Study of Indonesia Pharmaceutical Sector. Systematic Reviews in Pharmacy, 11(1).

Kravariti, F. and Johnston, K., 2020. Talent management: a critical literature review and research agenda for public sector human resource management. Public Management Review, 22(1), pp.75-95.

Claus, L., 2019. HR disruption—Time already to reinvent talent management. BRQ Business Research Quarterly, 22(3), pp.207-215.

Nasiri, F. and Bageriy, M., 2020. The Relationship among Talent Management, Organizational Intelligence and Entrepreneurship Tendency. The Journal of Productivity Management, 13(4 (51) Winter), pp.173-193.

Shahi, T., Farrokhsheresht, B., Taghipourian, M.J. and Aghajani, H.A., 2020. Behavioral Factors Affecting Talent Management: Meta-Synthesis Technique. Iranian Journal of Management Studies, 13(1), pp.117-137.

ons.gov.uk, 2022, Output in the construction industry Accessed on: https://www.ons.gov.uk/businessindustryandtrade/constructionindustry/datasets/outputintheconstructionindustry [Accessed on: 15^th December, 2022]