Employee Development & Talent Management

Ans 1:
Introduction:
Multi-brand retail chain firm is extensively hiring customer executives and store supervisors.
While hiring they can use a few below-mentioned steps and tools for talent valuation as talent
assessment tests help employers to forecast the performance and impact of the employee;
companies can easily take decisions based on these tests on who is eligible and eliminate the
not eligible candidates The various tools used by an organization to assess talent
Concept and Applications
Below are the talent assessment tools:
• Resumes and applications: This is the first link between an employee and an
employer, based on CV details we take the decision whether the applied candidate has
the required skill and qualification.
• Reference check: This is again a helpful tool during the hiring process if we have any
references from the previous company where the candidate has worked. We can get
the information about him/her.
• Educational and employment verification: Various companies are following the
Background Verification process, where HR and organizations can get information
about the candidate’s educational and previous work experience.
• Skills and technical assessment: In this, we can test the employee’s technical skills
and even if the candidate is interested in sports or cultural activities, which gives an
additional advantage to the employee and employer as well.
• Try out: In this option, the candidates are usually given a hypothetical situation to
work in the actual work environment in order to assess them and understand their
behaviours.
Modern performance management methods can be considered better Performance
management. There are multiple modern performance management options likewise 360-
degree feedback, management by objectives (MBO), psychological appraisals, and the
behaviourally anchored rating scale (BARS). Here is the description of two modern
performance management:
360-Degree Feedback
This method of appraisal is also referred to as “multi-rater feedback” as there are multiple
raters involved in evaluating the performance of an individual. The feedback of the employee
is collected by all agents within the organization who interact with the employee, including
superiors, subordinates, and even customers. The 360-degree appraisal method has the
following four major components:
➢ Self-appraisal: this offers employees a chance to look at their performance and
understand their strengths and weaknesses and evaluate themselves accordingly.
➢ Superior’s appraisal: Performance reviews done by managers are a part of the
traditional and basic form of appraisals.
 ➢ Subordinate’s appraisal: We can take feedback from the subordinates or colleagues
about the employee’s behavior toward others.
➢ Customer or client feedback: During the evaluation customer/client feedback is also
considered.
This is also considered an important tool for identifying the development need of an
employee.
Management by Objective (MBO):
In this method, managers and employees work together to identify, plan, organize, and
communicate goals for success. The manager identifies the desired objectives to be achieved,
giving the employee a major area of responsibility in terms of the results that are expected
from the employee. Over regular touchpoint meetings, the manager and. make any
adjustments necessary toward the goals and objectives.
Conclusion:
The HR department of an organization supports leaders who conduct the employee
appraisal processes to measure how well employees are engaged with their work, and what
can better the chances of their success. However, with the rapid advancement of HR
technology available, most companies have opted the modern performance management.

Ans 2:
Introduction:
Employees are the key to an organization, if the employee will be motivated the outcome will
be great. It is the level of energy, commitment, and creativity that a company's workers bring
to their jobs. Motivation is also about the persistence of an individual towards a goal that
determines for how long the individual should keep trying until the goal is achieved. There
are two types of motivation, namely extrinsic and intrinsic motivation. There are many
theories of motivation that try to explain this wonder:

Concept and Applications

1. Incentive/reinforcement theory
The incentive motivational theory suggests support, recognition, incentives, and rewards
which motivate people. The incentive theory also recommends people may display certain
behaviors to achieve a specific result, provoke a particular action or receive a reward. Here
are a few examples of incentives in the workplace:
 ➢ Bonus: A bonus is a reward system to employee gets based on their performance
levels over a period.
➢ Praise: It can be useful for one-on-one situations, such as quarterly employee reviews.
Managers praise an employee by giving positive feedback about their performance,
which may build their relationship.

➢ Promotion: Providing an opportunity for career advancement often is one of the most
powerful incentives a manager can offer because it can give an employee a feeling of
importance and growth.

➢ Salary or wage: Offering a pay raise or salary increase is an incentive management

teams often find effective.

➢ Paid vacation or time off is considered the best option for an employee. This gives an
employee new energy to give him/her 100 percent in work.

2. Maslow’s Hierarchy of Needs Theory

He tried the model that is depicted using a pyramid to show the basic human needs that have
to be fulfilled before one can live up to their true potential. According to the pyramid, our
most basic needs are those of survival, and these are the primary things that motivate
behavior. Once the basic level is fulfilled, the next level in the pyramid becomes the source of
your motivation. Physiological needs, Safety needs, Love and belonging needs, Esteem
needs.
3. McClelland’s theory
McClelland, an American psychologist, identified that there are three most important needs
of ambitious individuals Need for affiliation; Need for achievement; Need for power.
4. Vroom’s Theory of Expectancy
Victor Vroom suggested that people decide upon their actions based on the outcomes they
expect. In a professional environment, this might mean that someone works longer hours
because they expect a pay raise. His theory says that people are highly productive and
motivated if two conditions are met:
1) People believe they will succeed in their efforts.
2) People believe they will be rewarded for their success.
People are motivated to work hard when they believe there’s a correlation between their
efforts, achievements, and the rewards they gain.
Conclusion
Motivation is the state of mind which energies all human beings to perform to their highest
potential, with good spirits and a positive attitude. The various motivation theories help us to
understand what are the factors that drive motivation. It is a leader’s job to ensure that every
individual in the team and the organization is motivated, and inspired to perform better. This
is neither quick nor easy, but in the long-term, the gains that are resulting from happy
employees far compensate the time and effort spent in motivating them.
Ans 3 (a)
Introduction:
The term succession planning refers to a business strategy companies use to pass leadership
roles down to other employees. Succession planning ensures that businesses continue to run
smoothly and without interruption, after important people move on to new opportunities, or
retire. It can also provide a liquidity event, which enables the transfer of ownership in a going
concern to rising employees.
Concept and Applications
Succession planning is a good way for companies to ensure that businesses are fully prepared
to promote and advance all employees not just those who are at the management or executive
levels. Steps involved in succession planning as mentioned below:
1. Review Plans & Identify Key Positions: The first step in succession planning is to
identify current or future positions or groups in the organization. At this stage
identifying key positions thoughtfully should be the only focus.
2. Listing The Competencies: All positions require a particular set of skills, abilities,
and knowledge. Therefore, finding out and listing the employees who are perfectly
suitable for the corresponding job role.
3. Identifying Potential Candidates: The succession planning process helps the
candidates who show great interest in developing the requisite skills for the particular
position. Helping and mentoring these candidates prior to the official recruitment
process begins once.
4. Development Plans: Once the relevant candidates are found for the suitable role,
based on their potential for success and interest in a key position, the organization
should ensure that these employees have access to development opportunities and
learning tools.
5. Implementing The Process: The final step is to implement and evaluate the process.
We have to plan the activities and inputs we have to make to get the desired outputs.
Every step in this process has to be evaluated to measure the success and progress of
the plan. It is essential to monitor the efficiency and effectiveness of the succession
plan once it has been established.
Conclusion:
The succession plan is the way for sustained growth for organizations. Planning or
forecasting helps in the growth of an organization. Succession planning is an important part
of any business to help it run smoothly and without interruption whenever there needs to be a
change in leadership.

Ans 3(b)
Introduction:
 Work-life balance helps maintain mental health as well as physical health. Every
individual is focusing on work-life balance, especially during the pandemic time
employees have delivered more than 12 hours of work. It can lead to mental health issues
such as depression, anxiety, and insomnia, as well as physical health issues including
chronic aches and pains, heart troubles, and hypertension. Burnout happens when an
employee suffers too much stress over a long period of time.
Concept and Applications
Here are a few strategies that organizations are adopting to help employees maintain their
work-life balance
1. Offer flexible and remote working
2. Encourage managers to focus on productivity rather than hours
3. Encourage breaks
4. Regularly review workloads
5. Lead by example
6. Consider time off
7. Increase support for parents
8. Offer health cash plans
9. Acknowledge every employee is different
10. Taking Feedback

Conclusion: The benefits of a healthier work-life balance to the business are phenomenal.
Not only the workers will be happy but also, they’ll be more productive. Also, the company
will become well known for looking after employees and as a result will attract top talent
helping to hire and retain the best.