Read Online How Organizational Behavior Influences Training Success RTF

How can we know our organization culture is suitable to let our low level and high level employees accept to work together? We can follow those change to judge whether our organization's culture is suitable organization culture. The change may include: A different way of doing. Doing what we do now, but doing it in a more efficient, productive, or quality -enhancing way, a different way of being. Transformation involves changes at the deepest levels of beliefs, values and assumptions. Transformation occurs when we are also be learnt from our mistakes, are open to a new future, and can let revise of the part mistakes.Hence talent retension is critically important for all organizations for two main reasons: Turnover is expensive and top performers drive business performance. Turnover costs arise from the direct replacement costs of talent acquisition, the opportunity costs of vacant positions and time to productivity, in the result costing of business performance. Hence, one organization has good cultural value, it may have characteristics: The organization can have confidence to recruit the right people in the first place, it can improve the line manager's ability to manage, it can give employee's constrant feedback about clear, meaningful goals, it can empower employees to manage their own careers, it can continuously measure and improve retention strategies easily. All of these are any good cultural organization's characteristics.Hence, talent managemen may a key aspect of human resources management strategy in any organizations? In this age of the rapily expanding knowledge-based economy, the quality of human resources has assumed crucial importance. This complex and demanding market environment has a demand for outstanding and talented with high development potential, being the lever of growth in shareholder value. The organization talent leader has attitude, a performance -oriented approach, the ability to persuade, teamwork, emotional intelligence, flexibility, a high tolerance to change, and highly developed specialist technical skills. However, it has relationship between developing talent people and good organizational culture. Because developing talent people and good culture, then it can develop talent people easily.How can we know that the organization has good culture. Similarly, if we discover that the organization has many talent people are working, then we may assume that the organization has good organizational culture . We can follow how many employees' talent level, they own and they are working in the organization. The talent level can consist of these several points: Extraordinary intellectual skills ( general and specialist), a creative attitude ( originality, flexible thinking and acting, solving unconventional problems easily, and a high tolerance to risk, change , uncertainty) and a commitment to work ( self-disciplined, persistent in pursuing goals, and hard-working). Hence, if the organization has many employees, who own extraordinary intellectual skills, a creative attitude, a commitment to work attitude. Then, I believe that the organization owns many talent suitable to let them to feel to work. Hence, what is talent management cultural organization?