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2 pages/≈550 words
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APA
Subject:
Business & Marketing
Type:
Case Study
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English (U.S.)
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2-3 Final Project: Milestone One - Talent Management

Case Study Instructions:

Begin by reading the first 13 pages of the case study A.P. Moller-Maersk Group: Evaluating Strategic Talent Management Initiatives (up to HR-Customer Initiative at Maersk), located in your Harvard Business Review Coursepack. Start your short paper by briefly answering the following questions:

1. Explain why the human resource function should be aligned with an organization’s strategic plan (use ideas from the Module One discussion on this topic).

2. Explain how current global conditions in Maersk’s industry impact human resource management practices within this organization (use ideas from the Module One discussion on this topic).

Then, using the material on recruitment strategies provided in this week’s lesson and the case study, address the following: 1. Compare and contrast recruitment and selection of internal versus external candidates in general. 2. Describe how Maersk has recruited and selected new employees who were aligned with the organization’s vision and goals over the years. 3. Assess the effectiveness of its recruitment process and determine what changes if any you would recommend to improve employee success and retention. Guidelines for Submission: Your submission should be 2–3 pages in length and double-spaced using 12-point Times New Roman font. Be sure to list your references at the end of your paper.

Case Study Sample Content Preview:

Talent Management
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Talent Management
The company strategies are geared towards making sure that the company stays ahead of the competition. It is for this reason that the company is looking to make sure that it has the right edge when it comes to making the right choices on the hiring protocols. This is in light of the talent management framework used in the company to make sure that they retain the very best of their employees. The human resources department is in charge of the development and management of the talent pool at the company (Groryberg & Abbott, 2013). As such, it is crucial that they develop a platform that reflects the strategic forecast that has been set out by the company relative to the dynamic nature of the industry. In the recent past, the company has been struggling with employee turnover, employee training, external hires and rehiring former employees (Guides.wsj.com, 2016). With these in mind, the human resources department should make sure that all the efforts are geared towards streamlining these aspects by providing solutions. The current industry condition, places the company in a very precarious situation. With the level of dynamism in the labor market were talent is growing at an exponential rate, most of the employees with quality talents are having an easy time find alternative positions. For companies like Maersk they have to stay ahead of the competition and the global standards that are constantly changing (Groryberg & Abbott, 2013). Talent management practices are crucial for the company, to make sure that they have ability to retain quality employees. At the same time, the company has to develop strategies to make sure that they are able to attract the right staff that fit in with the company objectives and the industry standards and trends (Guides.wsj.com, 2016).
One of the objectives under the company’s talent management strategies is related to external and internal hiring. Internal hiring largely relates to a practice where the company develops talent within the company and when a position arises within the company, the human resource department proposes employees already working at the company (Applegate, 2016). External hiring on the other hand refers to the company bringing on board an employee that is has not been working for the company. Ideally, in the case of external hiring, the adverts are placed in the public domain. This means that adverts are likely to be placed on newspapers at the local and international ...
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