Primark Assignment
PEOPLE RESOURCING
Assignment
Student name: Saritha padithara sasi
Student ID: S13005025
Table of Contents
Task 1 3
1. Introduction: 3
2. Strategic talent management system: 4
2.1 Talent Management: 4
2.2 Talent recognition: 4
2.3 Talent Hunting: 5
2.4 Competitive advantage: 5
2.5 Considerations regarding the Talent Management: 6
3.1 How the system works: 6
3.2 Benefit drawn from the talent management: 8
3.3 The responsibilities of the HR: 9
4. Theories regarding the talent management: 9
Task 2 12
5.1 Reasons for the performance management policies: 12
5.2 Terms of the policy: 12
5.3 Implementation of the Performance Management policy: 13
5.4 Analysing the Performance and the Outcomes: 13
6. Recommendations for the Improvement: 14
7. Conclusion: 14
Reference 16
Task 1
1. Introduction:
Many of the organization are now using the resourcing to raise the awareness among the employees to catch up the talent and to match up with the organizations requirements especially in the labour market. The organizations are facing the conflicts between employer branding and with the employee’s right and also the satisfaction level that the organization require. It is also defining a secure environment for the employees to work for within the organization. This particular assignment chosen the famous organization named Primark. Primark opened its first store in Dublin in 1969 under the name Penneys and today operates in over 270 stores in nine countries in Europe and the first US store will be opening in Boston in 2015.
2. Strategic talent management system:
2.1 Talent Management:
Talent management is one of the essential management practices for many organizations now days. Once the process was solely attached to the recruitment process but now it has opened up for multiple areas (Torrington et al. 2008). Primark is one of the leading followers of the talent management system who follows the process deeply by the recruitment process.
Primark as one
Assignment
Student name: Saritha padithara sasi
Student ID: S13005025
Table of Contents
Task 1 3
1. Introduction: 3
2. Strategic talent management system: 4
2.1 Talent Management: 4
2.2 Talent recognition: 4
2.3 Talent Hunting: 5
2.4 Competitive advantage: 5
2.5 Considerations regarding the Talent Management: 6
3.1 How the system works: 6
3.2 Benefit drawn from the talent management: 8
3.3 The responsibilities of the HR: 9
4. Theories regarding the talent management: 9
Task 2 12
5.1 Reasons for the performance management policies: 12
5.2 Terms of the policy: 12
5.3 Implementation of the Performance Management policy: 13
5.4 Analysing the Performance and the Outcomes: 13
6. Recommendations for the Improvement: 14
7. Conclusion: 14
Reference 16
Task 1
1. Introduction:
Many of the organization are now using the resourcing to raise the awareness among the employees to catch up the talent and to match up with the organizations requirements especially in the labour market. The organizations are facing the conflicts between employer branding and with the employee’s right and also the satisfaction level that the organization require. It is also defining a secure environment for the employees to work for within the organization. This particular assignment chosen the famous organization named Primark. Primark opened its first store in Dublin in 1969 under the name Penneys and today operates in over 270 stores in nine countries in Europe and the first US store will be opening in Boston in 2015.
2. Strategic talent management system:
2.1 Talent Management:
Talent management is one of the essential management practices for many organizations now days. Once the process was solely attached to the recruitment process but now it has opened up for multiple areas (Torrington et al. 2008). Primark is one of the leading followers of the talent management system who follows the process deeply by the recruitment process.
Primark as one