Dimuthu Edirisinghe - MBA28

What is Talent Management Talent Management is an advanced way of utilizing human resources in an organization to achieve organizational goals. This includes hiring, training & development and retaining the most suitable employees in the organization. Strategically, the talent management process runs through the entire life cycle of an employee (Brooks, 2019) . In organizations, it is very important for leaders and HR managers to establish effective talent management process as this directly affects organizational performance and to achieve competitive advantage in the markets. By following a strategically developed talent management system, organizations are able to attract employees who are most suitable for the organization based on the organization’s culture, nature of business, vision and required skills. Also, recruiting employees not only most suitable for the company but also who have good attitudes will secure the company’s ethics. Moreover, these employee skills

  Personnel management and human resource management are frequently confused. On some occasions, both terms are interchangeable while the same are looked at as two completely different concepts on different occasions. Before concluding, it would be better to identify the scopes of personal management and human resources management while overviewing the roles of personal managers & human resources managers to differentiate personal management and human resources management.   What is Personal Management Figure 1: Functions of Personal Management (Analysis Project, n.d.) Personnel management is an arm of management that deals with the recruiting, hiring, staffing, development, and compensation of employees, as well as their interactions with the business in order to fulfill organizational goals. Personnel management's key functions are grouped into two categories (Sampras, 2019). 1. Operative Functions: These include procurement, development, remuneration, job evaluation, employe

What is Work-Life Balance? In the modern world, occupations have been complicated with competition and family lives have been complicated with increased needs and wants of people. Organizations always try to improve performance and employees always try to earn more and go up on the ladder of career. In this context, at some point people lose the equilibrium between work life and family life. This causes people to fail in both workplace and family life. Different definitions have been given by professionals and researchers for the context of work-life balance and following are some of them; A state of equilibrium in which the demands of both a person's job and personal life are equal. (Lockwood, 2003,2) Work–family balance reflects an individual’s orientation across different life roles, an inter-role phenomenon.  (Greenhaus, Collins, & Shaw, 2003, 511) ‘Work–life balance is about people having a measure of control over when, where and how they work.’ (Fleetwood, 2007, 351)

Background Employees in an any organization are the most important asset as they are the main component that drives the organization to success. Hence, managing human resources is an important scope of an organization. When studying the evolution of Human Resource Management since the end of 18th century, it has been developing while adding more features to the scope of HRM with the complexity of organizations as well as human needs. Figure 1: (Thomas, 2015) What is Human Resources Management? According to Mr.Ricky W. Griffin ; “Human Resource Management is the set of organizational activities directed at attracting, developing and maintaining an effective workforce”(Pribanic, 2023) According to Dale Yoder ; “Human Resources Management is the provision of leadership and direction of people in their working or employment relationship”(Pribanic, 2023) In practically, Human Resources Management is an organizational function which manages the relationships between employees