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Southern Company

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Due to such aspects, i becomes necessary that organizations impart training to their employees, s that their level of skill is enhanced and they can easily adapt with changing requirements of the business. Tese aspects must be deeply be considered by strategic leaders of the organization, wo should develop suitable measures accordingly (Ashton & Morton, 2005). Ojective metrics- This process involves collection of data regarding talent requirements present within the firm. Fr this, te firm must effectively inspect the organization to identify areas lacking talent and recruiting employees is Tlent mapping- This process involves scrutiny of the specific skills required for performing a job.

Oganizations require deciding upon the specific educational qualification and work experience that candidates considered for the job should possess. Tlent mapping, i other words, i simply determining job requirements. Aquisition of talent- An organization can acquire talent from various sources, sch as, cmpus recruitment, pblishing advertisements in newspapers and journals, snding out emails and through recruitment agencies. Trough these mediums, a organization can reach out to different candidates considered fit for a job. Te then needs to conduct a series of interviews.

I is important that interviews are conducted in a manner that helps testing candidate skills effectively. Taining and development- It is necessary for the management to provide adequate training to employees so that they can understand the core job responsibilities and perform them well. S, atraining period is crucial once employees are selected for the job. I is also important that employees are trained or guided on a timely basis as job responsibilities change. Rtaining key talent- One of the major faced by most firms is that of retaining the right talent for longer duration.

Hnce, oganizations must understand the specific needs of employees and provide them with various benefits and advantages (Collings & Mellahi, 2009). Suthern Company is required to restructure its human resource department in respect of talent acquisition and training activities. Te company lacks in matching skills of employees with the concerned job. Te management needs to consider talent mapping in a more effective manner. Fr this, te human resource experts must critically analyze skills required for...

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