  Talent
Management at Syngenta versus Best Practice: How is
Syngenta’s
Talent Management Process Aligned with Global Best Practice?
(2012)
Ref:
busman0090The
topic under study has to do with the talent management at Syngenta
versus the best practices. So to speak, the study has employed the use
of books, journals, websites and in particular information from
Syngenta. Findings: Following this point, the research under study
identified various global best practices which take in the factors of
recruiting and staffing, employee retention, training and development,
succession planning and the use of IT solutions. Furthermore, the study
identified performance management as a tool of talent management in the
sense that it contributes to the management of skills and knowledge
within an organization. Categorically, global best practices provides
some performance management tools such as performance management
reviews, templates and the use of a 360° degree feedback.
Following the identification of the various best practices,
Syngenta’s 2012 talent management proposition was examined in
the face of these practices. As a result, Syngenta was found out as to
be aligned to the global best practices in the sense that it has
considered performance management through various ways such as mid and
end of year reviews among others. As well, Syngenta 2012 plan considers
ways through which to foster development through individual
development, potential assessment and others as such. Besides this
point, Syngentas 2012 talent management plan considers the use IT
systems to make talent management process easy, career potential
development and the use of both potential assessment and leadership
model. Conclusion: The increasing global competition for talent has
made talent management crucial to organizations. Syngenta’s
business success is an indicator for the success of the talent
management process. However, the planned global alignment faces
challenges of cultural conflicts. Therefore Syngenta has to emphasize
the internal values, to create a strong internal culture.
1: Introduction Aim of the Paper Research Design Limitations of the Study 2: Definition 3: TM in the 21st Century Demographic Transition A Knowledge Based Society Higher Employees’ Turnover Rate Lack of Top Talents 4: Best Practice in TM: What Does Good Look Like? Talent TM Management Challenges Recruitment and Staffing Training and Development Retention Management Succession Planning Performance Management The Intercultural Aspect 5: Performance Management Tools The Performance Management Template How to Define Job Competencies and Responsibilities How to Improve The Motivation of the Appraised Employee What is a 360° Feedback? How to Create A 360° Feedback 6: Information Technology Solutions 7: Hypothesis 8: Syngenta 2012 TM System Short Presentation of Syngenta 9: TM At Syngenta In 2012 10: Performance Management Objective Setting Syngenta’s Leadership Competencies Performance Reviews Measuring the Behavior Measurement of the Employee Performance Syngenta’s Performance Management Template 11: Link to Compensation Distribution 12: Development Planning Individual Development 13: Succession Syngenta Succession Planning Syngenta Potential Assessment Model 14: The IT System 15: Conclusion References Appendix Section How To Order 1. Select reference number busman0090 from the dropdown list 2. Click the PayPal button 3. Click the "Click Here" button on the PayPal page to submit your credit/debit card payment 4. We will email your chosen dissertation in PDF format within 24 hours |
|
|