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10. WHY TALENT MANAGEMENT REQUIRES A STRATEGIC PLAN?

      Introduction An essential component of every successful organization is talent management, which includes hiring the right people, helping them grow professionally, keeping them around, and making the most of their abilities. But a clear and strategic plan is necessary for talent management to work  (Anwar, et al., 2014) . In this paper, we will look at the importance of strategic planning in talent management, the advantages of such planning, and the factors that should be considered while creating such a plan.     The Strategic Imperative of Talent Management Planning Alignment with Organizational Goals A strategic talent management strategy matches talent efforts with business goals. Understanding the skills, competences, and capabilities needed to accomplish strategic goals helps organizations adjust personnel management activities. This aligns personnel investments with organizational success, boosting performance and innovation. Attracting and Retaining Top Talen
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09. LEADERSHIP DEVELOPMENT

     Introduction It is impossible to emphasize the significance of leadership development in today’s fast-paced corporate environment. It is more important than ever for enterprises to have competent leaders who can guide their teams to success in the face of extraordinary developments, such as technical breakthroughs and global market dynamics   (Kjellström, et al., 2020) . To ensure a steady supply of leaders with the skills to change with the times, come up with new ideas, and motivate their teams, leadership development programs are essential. In this paper, we will look at why leadership development is so important, how it affects business results, and the best ways to foster future leaders.         Leadership Development Leadership development goes beyond just improving one’s own abilities; it’s an investment in the future of the business. Change, innovation, and a culture of excellence may all be propelled by strong leadership. Strategic decision-making, team motivation,
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08. GLOBAL HRM STRATEGIES

     Introduction Global Human Resource Management (HRM) strategies are crucial in today's world of cross-border corporate operations. To maintain organizational effectiveness and competitiveness in the face of cultural diversity, regulatory requirements, and the complexity of foreign markets, these techniques are essential   (Crawshaw, et al., 2020) . The article delves into the fundamentals of global HRM strategies, their relevance, and the essential elements that help MNCs succeed.    Global HRM Strategies Many obstacles, such as cultural differences, different legal frameworks, and different worker expectations, arise when a company expands its operations outside its home market. Regardless of where an organization is located, global HRM strategies make sure that the correct combination of workers is on hand to accomplish its worldwide goals. Such approaches not only help with cross-regional operations, but they also help build a unified company culture, which in turn he
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07. COMPENSATION

Introduction Compensation in today's businesses is more of a strategic instrument that affects the performance of the organization than just a financial exchange between the employer and employee. Attracting top talent, increasing employee happiness, fostering loyalty, and driving performance may all be achieved through effective pay schemes   (Syahreza, et al., 2017) . Understanding the many facets of compensation, how it influences employee actions and company culture, and what goes into designing competitive pay plans are all topics covered in this article. Compensation in Strategical Perspective Compensation is vital to an organization's operations and strategy. It immediately impacts an organization's capacity to attract and retain top individuals in a competitive market. Well-structured remuneration packages show employees that the company values them and appreciates their contributions. Employee motivation, behavior, and alignment with company goals are all influ
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06. AI TO MANAGE EMPLOYEE PERFORMANCE

  Introduction Managing staff performance has never been easier than with the advent of AI in this age of digital transformation. With AI-powered solutions, businesses can collect data like never before, spot patterns, and base choices on hard evidence when it comes to staff performance reviews   (Ramachandran, et al., 2022) . This essay delves at the ways artificial intelligence (AI) might change performance management, including the advantages, disadvantages, and recommended approaches. AI in Employee Performance Management Performance management procedures may be greatly improved with the use of artificial intelligence tools like predictive analytics and machine learning algorithms. Artificial intelligence allows human resources and managers more time to concentrate on strategic projects and staff development by automating mundane but necessary work. AI is also capable of predicting future performance using past data, spotting trends, and providing real-time insights into employee p
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