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REFLECTIVE ANALYSIS

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This topic examines the importance of creating policies that enable the increasing of the capacity of existing labor force within the organization in line with the organization’s business needs. This thereby ensures that there is overall capacity to achieve set short and long-term goals and objectives. To establish this, the topic targets the issues affecting individuals’ place and meaning within the firm. How does the firm treat its members? Are the members satisfied by their current job? Are the efforts and interests of the members streamlined with those of the organizations? What is the impact where there is a mismatch and conflict between these two forces i.e. the individual and the organization? The topic draws from module studies under employee dignity, employee branding at work and talent management processes and programme development. Models in talent management will especially be useful in the arguments herein due to my perceived strong linkage between the module of employee dignity and branding at work (which is a representative association of employee and work performance). The models that I have focused on in addition to those in the, class modules are the Job Competency Assessment model (JAC) and the ‘high impact talent management’ model. …
A deliberate and well-designed plan must be at the core of its total business strategy as opposed to being a limited human resource function (called upon during hiring of employees and performance review process) in relational to personal working experiences. Literature review To elaborate better how the selected topic provides a point of focus for reflective analysis, a prior understanding of the key terms used is very essential. It helps avoid ambiguities and minimize assumptions that they reader might have based on prior interactions with the terms and, therefore, localizing its contextual use to within the reflective limits. Definition and differentiation of terms There has been a lack of convergence between different professions as to what exactly dignity is (Sayer, 2007). Most debates about dignity have taken to broad approaches of political (such as citizenship). social (such as mutual satisfaction and welfare) and economic (such as pride in work, autonomy and responsibility) attributes that have only served to further the gap between the definitions and make it more ambiguous than before. However, a basic elaboration based on its function would reveal that dignity is a basic property, characteristic or attribute of human beings that ably reflects their worth. Talent refers to those individuals who demonstrate highest levels of potential for positive impact in the performance of organizational tasks and responsibilities (Workitect, Inc., 2011). Collectively, it comprises a team of individuals with excellent qualifications and unique competencies which have the capacity to improve the organization’s performance significantly. Closely related to this and also fundamental to its management is talent intelligence. Talent