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08. Unveiling the Value Chain Analysis for Effective Talent Management

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For your business to grow, you need to provide your customers with value or risk losing business to competitors. How do you know if your product or service is providing customer value? It’s not always easy to identify. So here is a solution to this problem, it is the value chain analysis. What is value chain analysis? Value chain analysis is a means of evaluating each of the activities in a company’s value chain to understand where opportunities for improvement lie. Conducting a value chain analysis prompts you to consider how each step adds or subtracts value from your final product or service. This, in turn, can help you realize some form of competitive advantage, such as,  Cost reduction, by making each activity in the value chain more efficient and, therefore, less expensive, Product differentiation, by investing more time and resources into activities like research and development, design, or marketing that can help your product stand out. Typically, increasing the perform
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07. Workaholic's Dilemma : Balancing Passion and Well-Being in the Workplace

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  Most people consider hard work as a positive attribute. Hard work can often lead to positive benefits of success or personal satisfaction. However, too much of a good thing, even hard work, could have negative consequences when unchecked. Before classifying yourself or others around you as a workaholic, know the signs of a workaholic is more than just working long hours or loving your job.  Working hard can have its benefits, but it can also go too far. Learn how to identify when working becomes a health issue. 1. What is workaholism? The term “workaholism” was first used in 1971 by psychologist Wayane Oates,  and he defined it as a compulsion or an uncontrollable need to work incessantly. However, here are some commonalities for what is considered a workaholic. Internal pressures of feeling compelled to work    Thinking about work when not working Working beyond what is expected of job requirements despite negative consequences that may result in personal life (i.e. marriage strain)
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06. Skills first approach in talent management

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  Understanding skills- First Approach In a skills-first approach, the emphasis is on identifying and developing the specific skills that individuals bring to the table. This stands in contrast to a more conventional focus on roles and qualifications. The approach recognizes that skills are the true currency of the workforce, representing a dynamic and adaptable measure of an individual's potential contribution  (Ernst, 2021). Why is the world shifting to a skills-first approach? 1.       1.  Too many jobs, not enough people: To put it simply, there are more jobs than people. Organizations need employees to staff their organizations. Two thirds of these businesses have reported missing out on opportunities or potential growth. A primary solution to this problem is to remove barriers to employment. By removing the requirement for a bachelor's degree, for example, you are increasing your talent pool. 2. Innovation is driving skills-change: The world is changing too much and too
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05. Cultivating Success: The Crucial Role of Organizational Culture in Talent Management

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Introduction In the dynamic landscape of modern business, organizations are increasingly recognizing the profound impact of organizational culture on talent management. This blog delves into the symbiotic relationship between organizational culture and talent management, exploring how a positive and inclusive culture can elevate an organization's ability to attract, nurture, and retain top-tier talent. Defining Organizational Culture: Organizational culture encompasses the shared values, beliefs, and behaviors that shape the identity and character of a workplace. It serves as the foundation upon which an organization's mission, vision, and goals are built (Huff, n.d.). The Link Between Culture and Talent Management: A strong organizational culture plays a pivotal role in talent management strategies. A positive culture fosters an environment where employees feel engaged, motivated, and aligned with the company's mission. This, in turn, enhances talent attraction, rete
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04. Navigating Economic Challenges in Sri Lanka: The Role of Talent Management in Mitigating Employee Migration

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Introduction In recent times, Sri Lanka has faced unprecedented economic challenges, leading to a surge in employee migration. As the nation grapples with the implications of this migration, businesses are compelled to reevaluate their strategies to retain and nurture their valuable human capital. This blog explores the economic crisis in Sri Lanka, the surge in employee migration, and the crucial role that talent management can play in mitigating the impact. The above indicates percentage of foreign employment placement by gender. As per the above there is a significant increase in no of males and females migrated in 2022 when compared to 2021. Understanding the economic landscape Economic challenges: Sri Lanka has encountered a series of economic challenges, including rising inflation, a depreciating currency, and a mounting debt crisis. These factors have contributed to a decline in job opportunities, leading many skilled professionals to seek employment abroad. Employee migration:
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03. The Strategic Role of Employee Resourcing in Talent Management

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In the dynamic landscape of today's business world, companies are recognizing the critical importance of strategic talent management in driving organizational success. At the heart of this strategic approach lies the nuanced art of employee resourcing – a process that goes beyond mere recruitment to align with broader organizational objectives (Chaker, 2018). Understanding strategic employee resourcing What is strategic employee resourcing and why does it matter? Employee resourcing, generally known simply as ‘resourcing’ is the term used to describe activities concerned with the acquisition, retention and development of human resources. Strategic resourcing is concerned with ensuring that the organization obtains and retains the people it needs and employs them effectively. It is a key part of the strategic HRM process, which is fundamentally about matching human resources to the strategic and operational needs of the organization and ensuring the full utilization of those resour
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