Critically discuss the argument(s) presented by the author(s)
1 Critically discuss the argument(s) presented by the author(s).
- The authors of the article attempt a discussion on the obstacles that are faced by the organisation during the expansion in the global markets. The authors of the article tend to focus majorly on the issues that are faced by the organisation in the development of the betterment in the practices of talent management (Meyer & Xin, 2018).
- The major research question in this case refers to the discussion on the major challenges that are generally faced by the concerned organisation in the development of the talent pool that would help in the proper operations of the company in the global markets wherein the company might be planning an extension (Meyer & Xin, 2018).
2 What is the method – how do the author(s) convince their readers?
- The authors mainly rely on the literature that is presented in the articles that have been composed in the previous times. The research article is based majorly on the literature review that is presented in the composition of the article (Meyer & Xin, 2018).
- The article majorly relies on the data that is collected from the literature review and the scholarly discourse that is presented through the literature review (Meyer & Xin, 2018).
- The data is analysed through the qualitative research of the secondary research sources (Meyer & Xin, 2018).
- The findings are presented through the proper discussion on the issues that are presented due to the challenges faced by the organisation in the betterment in the practices of talent management in the international market. The authors have been discussing on the variety of the issues that are presented due to the employment of the forces that are capable of handling the factors presented in the employment in the international markets (Meyer & Xin, 2018).
- The conclusions that have been discussed by the authors can be challenged due to the remnant nature of the resolutions that are presented within the organisations (Meyer & Xin, 2018).
- The major limitations of the article lie in the unclear statements on the application of the strategy implementation for the development of the talent (Meyer & Xin, 2018).
1 Critically discuss the argument(s) presented by the author(s).
- The authors of the concerned article discuss the factors that bear relevance in the factors that are presented in the implementation of the flexible shift timings in consideration of the issues that are presented in case of the employees who have been serving within the Australian workforce (Earl & Taylor, 2015).
- The major research question in this case relates to the issues regarding the flexibility that needs to be maintained within the organisation in order to accommodate as well as facilitate the proper retention of the employees within the organisation. The article addresses the several benefits and the costs of the flexibility in the work schedules of the employees of the organisation especially the older female employees of the organisation (Earl & Taylor, 2015).
2 What is the method – how do the author(s) convince their readers?
- The authors compose the article on the basis of the responses that are retrieved from the interviews that were conducted by the authors (Earl & Taylor, 2015).
- The data was collected from the qualitative interviews of 58 managers of the human resource department across three different industries that are active within the Australian boundaries (Earl & Taylor, 2015).
- The authors had taken part in the transcription and the coding of the data that was gathered from the interviews in order to analyse the data.
- The findings of the study are presented through the discussion of the most suitable strategies that might help in the inclusion of the older female staff of the organisation (Earl & Taylor, 2015).
3 Discuss the limitations of the research conducted by the author(s).
- The major limitation of the study lies in the fact that the concerned article has been focussing on the issues that are presented only in case of the female employees of the organisation and did not consider the issues that are faced by the older men who have been employed by the Australian organisations (Earl & Taylor, 2015).
- The major factor that have not been discussed within the article is the issue that is being faced by the older male employees of the organisation. The other area that has posed to be a limitation of the is the fact that the study has focussed on only three industries and thus cannot be generalised (Earl & Taylor, 2015).
Article 3: Talent management of western MNCs in China: Balancing global integration and local responsiveness (Total word count: ~300 words)
- The article focusses on the issues that are presented during the talent management within the MNCs that have been operating within the territories of China. The article further discusses the fact that the strategic management procedures have not been implemented in a proper manner (Hartmann, Feisel & Schober, 2010).
- The major research questions that have been discussed within the article are enlisted below.
Ø‘‘How do western MNCs in China identify, develop and retain talented employees?’’
Ø‘‘Do institutional and/or cultural influences lead to the adaptation of talent management practice to the focal subsidiary in China?’’ (Hartmann, Feisel & Schober, 2010).
2 What is the method – how do the author(s) convince their readers?
- The data in this case discusses seven case studies (Hartmann, Feisel & Schober, 2010).
- The data is collected through the interviews of the employees serving the Chinese subsidiaries of the concerned MNCs (Hartmann, Feisel & Schober, 2010).
- The data was primarily analysed through the qualitative interviews as well as the data from the case studies were analysed in order to formulate the article (Hartmann, Feisel & Schober, 2010).
- The findings from the article state that the talent management within the MNCs that have been operating within the territories of China. The findings further state the fact that the strategic management procedures have not been implemented in a proper manner (Hartmann, Feisel & Schober, 2010).
3 Discuss the limitations of the research conducted by the author(s).
- The conclusions that have been discussed by the authors can be challenged due to the remnant nature of the resolutions that are presented within the organisations. The limitations of the article majorly deal with the limitation of the generalisation of the article (Hartmann, Feisel & Schober, 2010).
- The article has a limitation in the fact that the study has focussed on only seven case studies and thus cannot be generalised. The other factor that is a great limitation is the fact that the article is majorly concentrated on the internal talent within the organisations (Hartmann, Feisel & Schober, 2010)
1 Critically discuss the argument(s) presented by the author(s).
- The authors in the article focusses majorly on the ways that are relevant in the shaping of the expectations of the individuals and the ways in which the concerned individual might be influenced during the participation within the organisations. The authors aim to accomplish a proper connection between the strategies and their implementation in the field of talent management (Clarke & Scurry, 2017).
- The authors of the article tend to attempt an answer to the issues presented in the relationship maintained within the management of the talent and the programmes dedicated to the graduate development from the perspective of the psychological contract. The major research questions that are presented in the article are as enlisted below.
Ø“How does participation in a talent management programme shape the psychological contract?”
Ø“How do graduate expectations develop prior to, and during, the recruitment process?”
Ø“How do met or unmet expectations influence how graduates evaluate the talent management experience?” (Clarke & Scurry, 2017).
2 What is the method – how do the author(s) convince their readers?
- The article considers the data from the semi-structured interviews (Clarke & Scurry, 2017).
- The collected data is gathered from the 68 semi-structured interviews that were collected over two different case studies (Clarke & Scurry, 2017).
- The data was analysed over the coding of the interviews that were collected over the case studies (Clarke & Scurry, 2017).
- The findings of the article stated the fact that both the factors that were considered in the article have been playing a huge role in the strategy and the implementation of the strategy in the management of the talent within the organisation (Clarke & Scurry, 2017).
- The conclusions that have been discussed by the authors can be challenged due to the remnant nature of the resolutions that are presented within the organisational management of the talent (Clarke & Scurry, 2017).
- The limitations within the article majorly focus on the fact that the data mainly focusses on the retrospective nature of the reports that were presented by the case study. The article also lacks the longitudinal explorations of the experiences of the individual (Clarke & Scurry, 2017).
Reflection: Why is online collaboration crucial in 21st century talent management? (Total word count: ~300 words)
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The online collaboration within the various organisations tend to help the concerned people to manage talent within the organisation. This includes the talent that is working at the given location of workplace as well as the workforce that is connected through the internet. This is inclusive of the implementation of the flexible shift timings in consideration of the issues that are presented in case of the employees who have been serving within the organisational workforce. This might help in the proper management as well as the distribution of the tasks among all the members of the organisation irrespective of the fact that the concerned person has been attached to the organisation in a remote manner or has been serving the organisation at a particular establishment set by the company.
The online collaboration has helped me to understand the various factors that are helpful in the controlling the actions and the services of the employees of the organisation in a proper manner from remote locations as well. This activity has also helped me to learn the importance of the online collaboration in the overall performance of the company as well as in the expansion of the company in the global markets. The online collaboration has also helped me in gaining knowledge on the fact that the various organisations within the international markets are heavily dependent on the social media and the online collaboration in order to reach out to their target clients as well as conduct surveys before launching the products. The online collaboration on the part of the companies tend to help them in discovering the likes, the dislikes as well as the demands of the clients (Hamari, Sjöklint & Ukkonen, 2016). The online collaboration in the 21st century helps the concerned organisations to promote their products over the various social media as well as the online retail stores.
References
Clarke, M. & Scurry, T., (2017). The role of the psychological contract in shaping graduate experiences: a study of public sector talent management programmes in the UK and Australia. The International Journal of Human Resource Management, 1-27.
Cooke, F. L., Saini, D. S., & Wang, J. (2014). Talent management in China and India: A comparison of management perceptions and human resource practices. Journal of World Business, 49(2), 225-235.
Cuervo-Cazurra, A., & Rui, H. (2017). Barriers to absorptive capacity in emerging market firms. Journal of World Business, 52(6), 727-742.
Earl, C., & Taylor, P. (2015). Is workplace flexibility good policy? Evaluating the efficacy of age management strategies for older women workers. Work, Aging and Retirement, 1(2), 214-226.
Hamari, J., Sjöklint, M., & Ukkonen, A. (2016). The sharing economy: Why people participate in collaborative consumption. Journal of the association for information science and technology, 67(9), 2047-2059.
Hartmann, E., Feisel, E. & Schober, H., (2010). Talent management of western MNCs in China: Balancing global integration and local responsiveness. Journal of World Business, 45(2), 169-178.
Laulié, L., & Tekleab, A. G. (2016). A multi-level theory of psychological contract fulfillment in teams. Group & Organization Management, 41(5), 658-698. Laulié, L., & Tekleab, A. G. (2016). A multi-level theory of psychological contract fulfillment in teams. Group & Organization Management, 41(5), 658-698.
Meyer, K. E., & Xin, K. R. (2018). Managing talent in emerging economy multinationals: Integrating strategic management and human resource management. The International Journal of Human Resource Management, 29(11), 1827-1855.
Moen, P., Kojola, E., Kelly, E. L., & Karakaya, Y. (2016). Men and women expecting to work longer: Do changing work conditions matter?. Work, Aging and Retirement, 2(3), 321-344.
Möhlmann, M. (2015). Collaborative consumption: determinants of satisfaction and the likelihood of using a sharing economy option again. Journal of Consumer Behaviour, 14(3), 193-207.
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