discussion topic 100

Hello Class and professor!

I hope everyone enjoyed their holidays with family and friends! I believe that this week discussion impacts me in a personal level. Right now, I am transitioning from one position to another. I did find myself applying for other positions within my bank. These positions have requirements that must be met in order to at least qualify to have yourself consider for it. Personally, it is such a lengthy process and quite difficult to move within the bank.

· Compare pros and cons of developing talent in-house versus soliciting outside talent.

• Pros:
• One aspect of developing in-house talent is that the employee already has a background set based on the company itself.
• As for outside talent, the hiring manager may have access to a bigger talent pool than what they have with their current employees.
• Cons:
• Outsourcing talent may be draining budget; but is also additional time in training to shape his new employee according to your company’s procedures.
• But in-house development may be even a higher cost to the company. Salaries and benefits may be renegotiated; creating then a major expense. This process is usually a bit slower than outsourcing.
• Hiring outside talent can make the training process longer due to assigning training material.

· Assess as an HR leader how you can help ensure training programs are relevant to business needs.

• Training must be established by selecting either an in-house trainee or an outsource trainee. The convenient part of having an in-house employee is that most of the time and that training is already completed.
• By having established what kind of training would be required then you can start by Identifying the company’s need and the position requirements
• Lastly, I would have a variety of training and materials in different learning styles to create strong learning programs.

Whealon, L. (2018, April 17). Create Training Programs Based On Your Company’s Unique Needs. Retrieved January 7, 2020, from https://www.forbes.com/sites/forbeshumanresourcescouncil/2018/04/17/create-training-programs-based-on-your-companys-unique-needs/#4e0d98847425.

When it comes to being a HR leader, i would make sure that all employees and management are following the guidelines when it comes to the proper procedure for training and programs. By doing this, one way to ensure that the programs for training is done properly, installing the documents on the company website employee portal, having them under the “learning cart, and course requirements” would be the best option to have to make sure that everyone is following through with the correct procedure. Before that employee can close out their workforce, the management on duty will have to sign off saying that the training was completed. This way, this will make the management reliable. So if higher up management or HR would come in to question/quiz the employee on this program, they will be able to answer it correctly. Bringing experience from outside the company can be a breath of fresh air, particularly in a struggling business. Hiring an external candidate means access to a larger, more diverse talent pool. Often times, the company only has one or two qualified candidates for an open position, hamstringing them into choosing between two under qualified candidates. Hiring externally gives a company a chance for a fresh start.