Research proposal and literature review

AbstractThis search proposal consists of several(prenominal) parts that suffer a germane(predicate) purportion for the developing of a interrogation project on the topic of natural endowment guidance and noesis precaution in coeval organisations. The first part introduces the mentioned topic by providing fitting to(predicate) background dilate that aim at exploring the direct tie-up between natural endowment circumspection and experience emphasissing initiatives handlingd by companies. The second part is the literature review consisting of solid evidence obtained from focusing literature. The third part of the proposal embroils the proposed look methodological outline, which is denary in nature, as the selected entropy collecting method is survey. Advantages and disadvantages of this type of research methodology be clearly outlined a ache with the suggested model of selective information analysis.Part 1 Introduction and BackgroundThe present study int ends to explore the close every(prenominal)iance between giving counseling and acquaintance caution as affiliation up to the constantly developing HR sketch. It is grave to understand how the execution of instrument of intimacy caution activities passel tolerate to better functioning of modern organisations peculiarly in cost of talent instruction procedures and reinforcing the potential of employees (Arthur, 2012). It house be intendd that the combination of talent prudence and cognition negociatement is beneficial for the trading operations present at companies (Aiman-Smith et al., 2006 Analoui, 2007). talents commission has been bring useful to trigger off employees to demonstrate their skills, as this would be come-at-able by raising thought about the impressiveness of companionship focus. Different association circumspection concepts mountain be identified as directly related to talent focussing initiatives in organisations (Analoui, 2007 ). Such concepts atomic number 18 related to recognising the potential of cognition employees, presenting comme il faut orientation to seduce and share noesis as rise up as demonstrate activities pertaining to the retention of solid experience.For that reason, the purpose of the study is to demonstrate the human family relationship between talent focussing and noesis focal point. This outlet has been adequately explored in the literature in an set about to find out essential aspects pertaining to from each one of the two concepts (Armstrong, 2007). Yet it is judge that the present study hobo provide square insights into diametrical methods and strategies that relate to using the advantages of talent management and knowledge management in workout (Ingham, 2006).Three chief(prenominal) research questions are identified for the present studyResearch scruple 1 What is the relationship between talent management and knowledge management in the setting of contemporar y organisations?Research Question 2 How heap knowledge management contribute to extending the cushion of talent management initiatives across organisations?Research Question 3 How gage organisations improve the aspect of learning among employees as well as empower them?Such research questions are considered helpful and therefore result be covered in the study by providing adequate break ups. Specific target areas are identified for the studyTo assess and enhance the impact of both(prenominal) talent management and knowledge management initiatives across organisations To square employee contribution and attitude towards the functioning of the organisation and outline of specific strategic goals To include a series of recommendations on how the relationship between talent management and knowledge management can be enhanced to reach out best results Part 2 Literature ReviewIntroductionThis fragment of the study outlines major headings related to the connection between ta lent management and knowledge management as outlined in the literature. The introduction of knowledge management programs is found beneficial to develop and enhance mechanisms of talent management initiatives. This in procedure will result in more empowered employees who tend to be more satisfied with their job and so more productive in the long term. A important part of the literature review section refers to exploring the link between talent management and knowledge management. The emphasis is on the attitude demonstrate by employees regarding the combination of these two essential concepts of the HR field.The Link between Talent Management and friendship ManagementIt has been argued that talent management is broadly associated with enhancing the potential of new employees as well as recruiting and retaining vivacious ones. In the act of retaining employees, the focus is on the most competent and adequate workers in the organisation. other(a) elements emphasised by tale nt management include educational and training opportunities, progression planning, and organisational expansion (De Wit and Meyer, 2005). The benefits of talent management have been recognised in the literature (Aiman-Smith et al., 2006). Such an activity is typeface to control by the HR section. Researchers have cerebrate on the optimal carriages that can be used to expand the skills of their employees, which would be workable by the development of relevant strategic objectives (Analoui, 2007). Organisations should be adequately ready to correspond to both changes or aspects of monetary performance. The contribution of talented employees should be considered in the process of organising adequate talent management and knowledge management initiatives.In addition, tecs have argued that the interrelation of knowledge management and talent management is mostly maintained for the accomplishment of fussy strategic goals (Aiman-Smith et al., 2006). As a specific area in the HR field, talent management requires significant attention in order to utilise the optimal potential of employees in the workplace. On the other hand, knowledge management has been perceive as introducing restrictive mechanisms that can facilitate or motivate employees to achieve their full potential. This can be done through the creation, accumulation and industriousness of solid knowledge mechanisms in the organisational context (Aiman-Smith et al., 2006 De Wit and Meyer, 2005). It has been identified that knowledge connection management is a specific field within the broad domain of knowledge management, as it has been considered much(prenominal) differentiation is cardinal to expand the knowledge in modern organisations.The focus of employee performance has been emphasised in the literature especially in a direction of recruiting talented employees and advancing the possibilities of schooling engine room (Evans et al., 2007). As a result, companies would be able to use and s hare knowledge in an efficient manner. The composition is to enhance organisational performance at all possible levels (Haesli and Boxall, 2005). The good execution of talent management and knowledge management in organisations requires an adequately constructed process, which is related with the identification of talented employees, creating solid knowledge base, and sharing such knowledge efficiently. In addition, it is important to motivate employees to practice such knowledge in the best possible manner by demonstrating creativity and innovation. According to research, knowledge management mechanisms can be instead effective if they are combined with models of talent management and thus focused on the capabilities and structure of organisations (Green, 2000).It can be argued that knowledge management mostly relates to essential aspects of technology development and organisation, with the utmost goal to create adequate knowledge procedures across organisations. It is significa nt to note that successful knowledge management can be achieved if companies ensure efforts to combine these two areas of the HR field (Frank and Taylor, 2004). Knowledge management application can help organisations manage their knowledge base properly, while talent management application can strengthen the talent of employees and supervise them accordingly (Evans et al., 2007). In this context, it is important to differentiate several(prenominal) of the most practicable knowledge management competencies to include dimensions of organisational behaviour, structure and authority of knowledgeable employees.Knowledge Management and Organisational CapabilitiesKnowledge management is a dynamic area of the HR field pertaining to the identification of essential capabilities and dimensions of organisational performance (Frank and Taylor, 2004 Green, 2000). The most relevant idea is to generate knowledge linguistic rules continuously, which would contribute to better functioning of org anisations. The HR department is usually responsible for raising awareness regarding the importance of knowledge management and knowledge creation at all levels of the organisation (Evans et al., 2007). in that locationfore, it would be possible to identify knowledge management mechanisms as sort of structured in nature as well as controlled by managers with the purpose to manage and control knowledge effectively. The process of accepting certain knowledge forms whitethorn be challenging, but the combination of knowledge management and talent management can significantly facilitate the performance of organisations (Evans et al., 2007). Knowledge management indicates the necessary to ensure constant reinforcement of certain HRM activities. Researchers have argued about the importance of measuring the performance of each employee especially through feedback, which has been found effective not only for the organisation but overly for the professional development of employees (Fran k and Taylor, 2004). In monetary value of performance, it has become important to implement a relevant scheme and present a strong vision hence, companies are expected to introduce clear strategic goals for future initiatives that can combine successfully talent management and knowledge management. As a result, this would improve both the outer and intimate capabilities of the organisation, as shown in the literature (Green, 2000).However, short-term and past-oriented financial pointers cannot become distinctive indicators that can appraise the boilersuit companys performance anymore. In this context, intangible pluss such as knowledge management and talent management rather than tangible financial assets are a measure of a companys strategic apprize (Smart, 1999). As a result, knowledge management has emerged as a quite important branch of management in the sense of developing intangible asset monitor ashess to evaluate performance indicators of the workforce as well as prov ide certain details about financial performance (Sewell, 2005). The intangible asset monitor is a system consisting of performance pointers that can link such intangible assets in a relevant manner.Moreover, the classification of knowing capital has become a priority to many organisations in an attempt to enhance their internal structure and acceptance of certain criteria for employee performance, which may contribute to extensive growth (Frank and Taylor, 2004). For that reason, researchers have proposed the implementation of Benefit Cost abbreviation (BCA) emerging as a strategic management parameter that includes both financial pointers and nonfinancial indicators (Green, 2000 Sewell, 2005). Such a strategic learning system is able to modify a particular business theory through the implementation of strict monitoring mechanisms. The goal is to assess an organisations knowledge management and talent management initiatives. At the same time, knowledge management emerges with sign ificant objectives related to the improvement of all parameters of organisational knowledge, introduction of mod mechanisms that support knowledge and motivation of employees (Evans et al., 2007). The combination of knowledge management and talent management activities is useful for enhancing organisations to achieve essential strategic objectives through a clearly defined path of possibilities (Redman and Wilkinson, 2006). Yet, it can be indicated that knowledge management has not significantly contributed to the actual organisational performance. Its combination with talent management activities has been found a preferable option to enhance organisational performance (Green, 2000). The cost-effective parameters of such a combination of activities should be considered as well.Researchers have indicated that the BCA can realistically measure knowledge management and talent management performance through the method of cost analysis (Nonaka, 1994). In this sense, knowledge management refers to an finished philosophy of training employees in order to enhance their collaboration and desegregation within the organisation. Therefore, researchers have suggested the method of knowledge management scorecard (KMSC) as a relevant vogue to evaluate performance through the lens of the eye of knowledge management (Evans et al., 2007).Effective Combination of Talent Management and Knowledge ManagementThe conceptualization of the link between talent management and knowledge management is necessitate in order to expand the potential of employees to bring greater value to the organisation. Talent management has been found important in eliciting a fitting amount of intellectual knowledge (Nonaka, 1994). In addition, the notion of talent management clearly adheres to the principles outlined by strategic management. It aims to strengthen the dimensions of knowledge in organisations through the identification and reinforcement of talented employees, as the leading point mad e in the literature is that once these employees have been recognised, they should be bear in the long term (Sewell, 2005). The concept of talent management as well as refers to the affective domain of the HR department especially in terms of facilitating a proper vision for emotional intelligence.Various warnings can be also found in relation to how talent management and knowledge management can be adequately combined to create the conspiracy appointed impact and retain qualified and experienced employees in the long run (Sewell, 2005). It appears that there are plenty of successful companies that have demonstrated their aim to combine these two branches of management in an effective way. For instance, Igus, which is a leading manufacturer of energy systems in Germany, is a clear example of such successful organisations (Igus prescribed Website, 2014). The company is noted for its commitment to place all aspects of management in a clear and efficient way by reinforcing the p otential of employees so that they can contribute to optimal organisational performance.ConclusionIt has been argued that the destiny of including both talent management and knowledge management in contemporary organisations can contribute to improved performance, productivity and adequate employer-employee relationships. The focus is on the formation and implementation of a clear HR strategy for organisations to get going in particular markets or industry sectors (Green, 2000). As illustrated in the literature review, the concept of combining talent management and knowledge management has been receptive to extensive discussions among management scholars. It has been identified that both systems should be carefully considered upon the implementation of a particular organisational strategy. Scholars have focused on the necessity to direct the HR department in a proper direction by taking advantage of the strong aspects of both talent management and knowledge management (Evans et a l., 2007). Yet, greater emphasis is put on exploring the effects of different knowledge management frameworks that could further lead to the accomplishment of various strategic management goals. This literature review also emphasised that the combination of talent management and knowledge management initiatives is associated with rather positive effects on employee performance and productivity as well as job motivation. The sufferance of a positive attitude among employees is a clear sign of the metier of the mentioned combination of management approaches.An extensive focus on the talent management and knowledge management initiative has been outlined in the research literature. in spite of the usefulness of training and development programs, the mentioned initiative has been considered more important in relation to specifying long-term implications. In addition, different recommendations have been introduced of how to expand the positive effect of talent management and knowledg e management activities in right aways organisations (Evans et al., 2007). The improvement of organisational control mechanisms has been extensively discussed in the literature. As a result, researchers have indicated the importance of extending employee learning and empowering them to succeed as professionals in a particular area of expertise (Green, 2000). Therefore, the presented literature review fulfilled the objective of enabling individuals to understand the complexity of the talent management and knowledge management initiative.Part 3 Research MethodologyPrior to proposing the most viable research method to be used in this study, it is important to explicate that focusing on research philosophy is inseparable part of the full research process. numerical research methodology is considered most appropriate to answer the presented research questions and achieve the verbalise objectives. In this way, the researcher needs to focus on collecting a substantial amount of numeri cal information that would be enough to explain particular research phenomena (Balnaves and Caputi, 2001). In terms of presenting a clear paradigm of research philosophy, the emphasis is on the use of positivist research philosophy, in the sense of providing an adequate explanation for human behavioural patterns from the perspective of cause and effect. The social environment has been identified as an optimal place to collect the information necessary for presenting research findings (Nonaka, 1994). Moreover, the orifice to achieve a high level of generalisability of findings is a relevant way to ensure greater objectivity of the obtained information. to generalise the findings to the wider population.Advantages and Limitations of Quantitative Research MethodologyThe fundamental aspect underlying the specificity of quantitative method is its focus on retrieving sufficient numerical information, which would allow the researcher to conduct an in-depth statistical analysis (Balnaves and Caputi, 2001). The recuperation of quantitative data is statistically dominated and thus emerges with substantial true statement considering that it is not open to various supplyations as in qualitative research inclination. One of the benefits of adopting quantitative research methodology is that it contributes to the easy collection of data, as it can be visually presented with charts and figures. Another benefit of this type of methodology is associated with the possibility to carry out a research at a large scale due to inclusion of extensive statistical details (Green, 2000). A disadvantage of the research method selected for this study is that it may make for a rather costly option compared to qualitative research design (Vogt, 2006). A second disadvantage of quantitative research methodology relates to ever-changing numbers as a result of specific operations and calculations, as this may have a negative impact on the overall results obtained in the study (Nonaka, 1 994).Sampling ProcedureThe sample procedure used to construct a relevant sample of participants is random consume, which refers to selecting individuals on a random principle (Balnaves and Caputi, 2001). There is a sense of unpredictability associated with this sampling procedure, as the intent of the researcher is to ensure optimal objectivity of results. It can be stated that all people from a particular segment have the jibe chance to participate in the study. The simple technique pertaining to random sampling is the availability of random number tables, which serve a notification purpose in the sense of informing the researcher to select study subjects at a particular defined period and thus participants are generated on a random principle (Vogt, 2006). However, it should be noted that the use of randomisation devices may be also considered in this study, as it has been found to upgrade effective results in terms of avoiding twine in research (Maxim, 1999). The application of random sampling is a proper way to produce rightful(a) results as well as adequate findings and implications for long-term practice.It is important to indicate that the results obtained from randomly selected participants are perceived as credible and accurate and thus such a sampling technique should be preferred in the research process (Balnaves and Caputi, 2001). However, there is a significant challenge associated with the selected sampling technique. It obviously cannot include all representatives of the general population, which may result in the formation of sampling errors. There is an aspect of uncertainty, but this usually emerges with any method and thus the researcher should be prepared to address corresponding concerns (Maxim, 1999). In order to accomplish the research objectives outlined in this study, the researcher considers the formation of a sample that consists of 250 senior managers employed in a UK based financial institution.ValidityThe aspect of internal harshness is important in research, as it relates to evaluating whether the study can assess what it was ab initio outlined. In addition, validity refers to determining whether the obtained results can be considered truthful. There is also an aspect of immaterial validity, which is associated with achieving a high level of comprehensive research results in the sense that they find a broad application in various research settings (Vogt, 2006). Thus, it is assumed that the present study has an adequately high level of internal validity because of the lack of insufficient knowledge on the topic or improperly introduced arguments. However, it should be considered that data insufficiency may pose a significant risk to ensuring validity of data. It is important to avoid situations leading to the contemporaries of low internal validity from research findings (Carmines and Zeller, 1980). In addition, certain instrumentation issues in relation to the data collection tool may create addi tional challenges in the process of ensuring internal validity.The possibility to generate hinder scores is also clear and similar situations should be apparently reduced in the organisational context. The issue of order unfairness is a concern which is also considered in the present study, as the focus is on the order of particular involvement conditions that should not be removed from the precise effect of those conditions (Carmines and Zeller, 1980). opposite threats considered in the present research include particular errors in statistical analysis testing, improperly constructed correlations and the emergence of causal errors, which are most potential to appear in the data analysis process. In terms of exploring the dimensions of external validity, it is important to consider its important role in determining outcomes in quantitative research. External validity refers to drawing more general inferences in relation to the collection of data among participants. Specific time periods and settings are important in determining the study results, but there are problems in relation to external validity that should be adequately considered. The major gnarled issue is related to survey population, which is followed by time and attempts to ensure a sufficient level of environmental validity (Balnaves and Caputi, 2001). In terms of testing survey population validity, the researcher is concerned with the idea of whether specific inferences can be obtained from a particular population segment. In case bias is demonstrated throughout the research process, it is clear that external validity is subjected to substantial threat.Furthermore, in case the sample size is considered insufficient or abstracted characteristics of randomness, it may appear that the respective calculations are irrelevant. The process of achieving greater generality of results to the wider population may be problematic. The concept of time validity may emerge in order to demonstrate the degree to which obtained research findings can be comprehensive as related to other time periods (Carmines and Zeller, 1980). There may be certain changes occurring in the connection between variables, implying that the perceived level of time validity in this case would be rather low. The notion of environmental validity shows that the retrieved results can be comprehensive across a variety of settings. Despite the assumed high reliability and the true of the selected research methodology, it should be noted that achieving proper international generalisability may be a problem especially when it refers to small surveys and case studies (Carmines and Zeller, 1980). In conclusion, it can be argued that the notions of validity and reliability are more applicable to quantitative research than qualitative research.Part 4 Data AnalysisThe process of conducting an in-depth data analysis is fundamental to achieve the research objectives of the study. Considering that the proposed data collectio n tool is survey is important to implement statistical analysis, which is properly constructed. Yet, it should be considered that the researcher may provide various alternative ideas in terms of analysing the information obtained from research participants (Vogt, 2006). It is important to adhere to a properly constructed strategy of data analysis considering that extensive knowledge of working with survey data is essential throughout all storeys of the data analysis process. There are different paths of analysis that can be followed by the researcher in this study, as the most important aspect is to recognise the specific audience and research objectives, and thus the implementation of an appropriate analysis tool to interpret the data would be possible (Maxim, 1999).The initial stage of data analysis is represented by Exploratory Data Analysis (EDA), which indicates that the researcher initially looks into the data set in order to determine specific categories that will be later grouped for analysis. It is a preliminary form of data analysis (Vogt, 2006), but the essential part of the process is to derive the main findings from the collected survey data. It is important to make sure at this stage that analysis files are adequately consistent with one another because the issue of data analysis inconsistencies may be quite problematic in the long term (Maxim, 1999). It is also important to mention that the survey results can be analysed with specific software applications, which are intended for similar purposes. Other basic aspects to be considered during the data analysis process include filtering, canvas and showing rules as well as using saved views of the data set. Once the researcher prepares a summary of the retrieved data, the next step would be to focus on individual responses and exporting charts. As mentioned in the research literature, the use of charts and figures significantly facilitates the visual presentation of the research findings (Vogt, 2006).ReferencesAiman-Smith, L., Bergey, P., Cantwell, A. R., and Doran, M. (2006). The Coming Knowledge and Capability Shortage. 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