Elite Publications are small and specialist academic book publisher situated in Oxfordshire, UK. It provides online publishing specialists and their employees are generally UK citizens, and they are international authors who sub- contracted to write books and articles. They are targeted the niche areas and considered as larger academic publishing houses. Elite publications also published their articles and books on online platforms to effectively utilise the usage of technology. Due to slow pace of UK economy and market uncertainty has widely affect their business over the last 10 years.
This family business is owned by the Alice and Eric Bookbinder and strategies their business by using local suppliers to supply copies of articles and books. They also uses mini bus to collect employees and part time driver is appointed to take them in the farm gardens, owned by the elite Publications.
Presently, they has started mini supermarket nearby Little Inkwell to establish their brand value and goodwill in the market.
1. How Steeple can be effective for analysing the external factor and how it would be effective for the Elite Publications.
- Evaluate the contemporary organisation and their environment. Also examine the social, demographic and technological trends and their impact.
- Examine how the HR strategies of an organisation is developed in context with internal and external factors.
- Analyse the international forces and the globalisation. Also evaluate their impact on the organisation and the HR strategies.
LO1. Has to be complete on the given scenario.
Group Poster Presentation (500 Words)
This will include both LO2 & LO3
Individual essay of 1500 words.
The following question has to be solved on the basis of case study.
- Compare & explain the various economic situation in present bas comparison with those situation in 2008 and 2009.
- Discuss the role of talent management in an organisation and also explain how the talent management faces the challenges in global economy?
- Draw a conclusion for Strategic HR management.
The CIPD is used to identify the talent of the individual who can make a difference to organisational performance. The talent of person can be defined as the systematic attraction, identification, development,engagement and retention and deployment of individual who are valuable for the organisation. According to Capelli, “Talent management is a matter of prediction related to the need of human resources and then creating a plan to meet it”.
The alternative approach detailed out about the quantitative strategic planning in the 1950s when market was more and stable and constant. The main problem associated with this approach is either surplus of deficit of talent within an organisation which reduces the overall performance of the organisation.
Capelli's approach is used to apply the time principles of supply chain management to talent management :
- Creation of internal development activities.
- Break development programme into smaller segments.
- Discuss the cost of development with the trainees.
- Keep in touch with top organisation like Deloitte etc.
- Engage the employee in talent management and provides them promotion and various incentives schemes.
As per the 2009 report, CIPD recognised the number of strategies that can used by the organisation to develop talent within the organisation as it helps in:
- Bring satisfaction among the employees.
- Acquire talent from other organisation and gives them more value.
- Enhance your focus on talent performance to retain and engage employees.
- Maximise the available funding options.
- Develop leadership style within an organisation.
- Build a sense of belongingness and harmony among the employees.
The CIPD stresses upon the core talent management strategy which help in dealing with difficult economic situations. According to them, it is critically crucial for the organisation to not only give importance to the emerging current challenges but actively identify the anticipated future that may create new opportunity and barriers for the talent of the future.