HRM331: Analyse the Consequences of Employee Attrition on Organizational Performance. : Talent Management Assignment, SUSS, Singapore

Question 1 Analyse the consequences of employee attrition on organizational performance.

Question 2 Analyse the main causes of employee attrition at I-Met.

Question 3 Design talent management strategies that I-Met can implement to check attrition and retain talent.

PART B:

Question 4: We are now facing the Covid-19 crisis and many organizations are going through changes. Conduct desk-top research and analyze the competencies that are needed for employees to manage organizational change.

Research on how to create a competencies framework.

Create a competencies framework for employees reflecting the competencies that are needed for employees to manage organizational change.

In your competencies framework, be sure to do the following:

1) Identify the core relevant competencies

2) Explain why the competencies are relevant in the Covid-19 situation.

3) Come up with 3 to 5 specific behavioral indicators under each competency

INDIAN METAL COMPANY’S TALENT MANAGEMENT DILEMMA

It was the Sunday before Diwali (the annual Indian festival of lights) in October 2013. Any observer would have noticed from the body language of the senior executives of the Indian Metal Company (IMet) who shuffled into the boardroom in the headquarters building in Metconagar in eastern India, and from their initial banter, that they were unhappy about being called to attend a meeting on a weekend so close to their favorite festival.

COMPANY BACKGROUND: INDIAN METAL COMPANY
I-Met was a pioneer in its industry in India. Incorporated in 1907, it had a consistent track record of performance and was among India’s most respected companies. Over the years, it had established a reputation for the quality of its management, its employee friendliness, its ethical conduct, and its commitment to a wide range of corporate social responsibility (CSR) initiatives.