Talent management at solar industries



Talent management at solar industries

1. Introduction

The rapidly development of technology innovation with combination with the increasingly demand of the global business world lead the organizations to seek new ways to gain a competitive advantage. In order to achieve this objective and to gain a business reputation via business performance, the companies transform their human resource functions by giving more importance and significance to their employees' needs and satisfaction throughout human resource management (West and Berman, 2001).

The objective of this report is the identification of HRM approaches as it has been shaped during the years while studying the Solar industries we analyze how it manages its personnel in order to accomplish a high organizational performance. In addition, at the end of this report some conclusions and recommendations are provided for improvement to HRM for Solar industries.

2. HRM theory

Despite of the fact that HRM has taken several shapes, could be defined from the literature as a 'soft' and 'hard' approach. The 'hard' approach of HRM focuses on the business performance by giving a slight emphasis on employees' needs. Moreover, the 'Michigan Model supports this version of HRM model by focussing on the organization's profitability and welfare through a strategic point view (Radcliffe 2005). However, the 'soft' approach of HRM known as 'Harvard model' emphasises on the importance of high commitment, involvement, training of its employees and open-mind leadership (Bratton and Gold 2003). Although these two versions of HRM are completely different, Edgar (2003) supports that the organizations are possible to take into account elements of both models in their HRM practices. This is owed to the fact that roughly in all cases, the overall business objective is the performance improvement of each organization, which could be achieved through the adopting of the 'hard' approach (Edgar 2003). However, based on a previous survey, it is discovered that companies have also the tendency to implement and combine these two approaches for better results on human resource management into them (Radcliffe 2005).

Solar industries

Solar industries LTD has grown from a small entrepreneurial venture founded over 50 years ago into a large engineering company based on farnborough.It has experienced expansive growth over the last decade and its specialized products for electronics industry are exported to about 40 countries around the world.It is considered a market leader with an internationally recognized product brand . Within the firm,the strategic direction of product and technology development is guided by a 'technology roadmap' developed by senior management.While engineers lead the technological aspects of product development,decisions on new product ideas and concepts are governed by senior execuitives.

In the late decade of 1980, the organizations realized the significance of their employees as a capital asset or human resources; and by adopting and implementing a set of HRM practices (such as recruiting, training and developing people etc.) aimed to succeed a sustainable competitive advantage based on a business strategic view by making the employees' involvement the main key point of the new human resource management into the business process; ...