Public Limited Companies - Free Essay Example

Sample details Pages: 4 Words: 1190 Downloads: 7 Date added: 2017/06/26 Category Finance Essay Type Narrative essay Level High school Did you like this example? Finance Introduction For the purpose of this research, two PLCs have been chosen, one from the UK and the other from China, together with two countries, one a developed and the other an emerging country. Don’t waste time! Our writers will create an original "Public Limited Companies" essay for you Create order Chosen Public Limited Companies Umeco PLC. Umeco, based in Leamington Spa in Warwickshire, UK is involved in the aerospace and defence industries and has an international client base. The main tasks of the business are the provision of innovative methods for distribution, supply chain management, as well as repair and overhaul services. It is also involved with advanced composite materials, which are used within the same industries and have been extended to include wind energy, motor sport and other allied automotive and technological areas (Umeco website 2007). The company employs over 1,400 people in international locations throughout the world, including the UK, North America, and Europe. In addition, during the course of 2006 the business has sought to extend its presence in the Far East. To this end, it has established an agreement with an organisation in China for the formation of a new commercial business, which will assist in the servicing of its customers in that region. It can also be seen from th e Chairmans statement in the Annual Report (2006), that the company has engaged in a number of acquisitions throughout all areas of the business over the past twelve months. Figure 1 Umeco Results summary Source: Annual Report 2006, page 91 The five-year summary (see figure 1) shows that since 2004 the business has achieved a steady growth pattern in revenue, profits, and earnings per share, all of which show a year on year increase during that period. During the same five years the share price of the business has also risen from approximately 250 to 550, making it an attractive investment, particularly for the institutional investors, the top ten of whom own around 57% of the issued shares (see annual report, page 23). In order to fund the corporations 2006 acquisition programme, including that of Provest and Aeromedic Innovations, and to provide it with growth capital, a rights issue was launched in 2005, to which the business received 98.6% valid acceptances (see chairmans statement 2006). It is anticipated that this will provide for continued growth and added value in the future. China Unicom In 1994, the Chinese government set up the China United Telecommunications Corporation as a state owned enterprise within the telecommunications industry, serving citizens of the Peoples Republic of China. Although it started as a wireless paging and mobile operating service, it has expanded its interests to include a wide range of telecommunications services. In 2000, following the expansion of Chinas desire to attract international investment, the corporation set up a commercial public trading business named China Unicom. However, the Chinese based organisation from which it was founded still owned approaching 60% of the business (Annual report 2005, page 2), which has since grown to over 69%, with just below 20% held in Shanghai and the balance in the Hong Kong and NYSE markets. Figure 2 China Unicom financial performance 1999 2000 2001 2002 2003 2004 2005 Total Assets 453.7 1128.3 1279 1492.2 1498.4 1456.3 1426.3 Total Borrowings 201.3 356.5 442.7 530.2 543.9 461.5 345.8 Total Liabilities 343 547.2 653.9 824.1 802.2 728.2 663.4 Shareholders equity 85.4 572.2 616.8 662.5 696.2 728.1 762.9 EBITDA Margin 37.3% 46.2% 46% 45.8% 36.8% 34.1% 32.7% Profit Margin 4.8% 13.7% 15.2% 11.3% 6.2% 5.5% 5.7% Revenue 174.5 236.9 293.9 405.8 676.4 793.3 870.5 EBITDA 65.1 109.6 135.3 185.8 249.0 270.2 284.4 Profit 8.4 32.3 44.6 45.7 42.2 43.9 49.3 Cellular Subscribes (ten thousands) 415.4 1277.2 2703.3 4311.4 8083.3 11208.1 12779.4 Source: https://www.chinaunicom.com.hk/en/investor/highlights.html One of the problems that this distribution of shareholding creates is that, effectively, the corporation has to serve two masters, the state and the shareholder, which has led to its less than inspiring results over the past five years, as can be evidenced in figure 2. The financial results show that, despite the fact that revenue and subscriber levels have continued to grow significantly since 2001, the profit level in percentage terms has fallen, although this appears to have stabilised in 2005. The business has experienced difficulties throughout it trading life, particularly as a result of the government intervention in its activities in respect of the GSM products. As a result, it has sought to sell this area of the business back to the parent company in exchange for the acquisition of mobile licences throughout China (JP Morgan 2005). In April 2005, the company made an offer of 2.3 shares per ten trad able held, providing the major shareholder, China Unicom Group Co Ltd, was given the go ahead to floats its own majority shareholding. Chosen countries The UK, with a current population of around 60 million, has a high level of private ownership within its corporate and trading markets. With a GDP of over $2.3 trillion (World Factbook 2007), it is one of the leading economies of Europe. It is also one of the most popular countries for international corporate domicile (Monks 2000. p18). The London stock market is one of the worlds oldest, being able to trace its roots back over three hundred years, although the current form of the Stock Exchange was not opened until 1801. Since then, it has become one of the most important exchanges in the world. Unlike China, the UK financial markets and business corporations work on a shareholder system, with very little interference from the state in terms of control of operations, apart from their corporate governance procedures. As such, it allows a high level of inward and outward foreign investment. Until the later part of the 1990s, industry in China, being a communist country, was state owned. However, in 1997 the ruling party announced plans to sell off large stakes in many of these corporations to the public (Seth Faison 1997). Over the following few years, the country underwent a significant economic change in terms of its approach to capital markets, allowing investment and fund managers to operate within the country and access to their corporations, although initially through joint ventures. An increasing number of Chinese domiciled businesses also sought listings on the Hong Kong and New York stock exchanges as a way of attracting foreign capital for domestic and international growth. Over the same period, there has significant increase in the growth of foreign businesses operating within China, with such names as KFC, Adidas and MacDonalds amongst them. By 2006 China, with a population of over 1.3 billion, had become the worlds second largest economy behind the US, with a GDP in excess of $2.5 trillion and an annual growth rate of 10.5% (World Factboo k 2007). Despite initial fears regarding the level of state involvement in what is attempting to become a capitalist-based financial market, China has so far succeeding in combining the dichotomy for the moment. References JP Morgan (2005). China Market Strategy. Asia Pacific Equity Research. Retrieved 2 March 2007 from https://www.bolaninfo.com:8080/CMS/UserFiles/Pdf/JPM%20China%20Market%20Strategy20051106.pdf Faison, Seth (1997). In Major Shift, China Will Sell State Industries. New York Times, New York, US. World Factbook (2007). Peopleà ¢Ã¢â€š ¬Ã¢â€ž ¢s Republic of China. CIA. US. Retrieved 2 March 2007 from https://www.cia.gov/cia/publications/factbook/print/ch.html Our History (2007). London Stock Exchange. London, UK. Retrieved 2 March 2007 from https://www.londonstockexchange.com/en-gb/about/cooverview/history.htm Monks, Robert A.G (2000). Modern Company Law for a Competitive Economy: the strategic environment. Corporate Governance vol 8, No.1. UK Um eco PLC (2007). Company website. Retrieved 2 march 2007 from https://www.umeco.com/default.asp Life Style Extra (2007). Umeco Share Price Retrieved 2 march 2007 from https://www.lse.co.uk/ShareChart.asp?sharechart=UMCshare=UMECO_PLC_ORD_25P World Factbook (2007). United Kingdom. CIA. US. Retrieved 2 March 2007 from https://www.cia.gov/cia/publications/factbook/print/ch.html

Essay about Understanding Depression - 1037 Words

The term depression is widely misused in today’s society. All human beings experience periods in life where they are sad for a relatively short period of time, which is considered normal. Those who experience sadness for extended periods may be suffering from depression. Two terms used to reference the classifications of depression, are Major Depressive Disorder, and Dysthymia. Individual diagnosis of these classifications is dependent on the length of time, and severity of symptoms experienced by the individual. The causes for these depressive states can be due to genetics or the insufficient production of neurotransmitters, which provide the brain with the data necessary to regulate ones psychological well being. Two examples†¦show more content†¦The purpose of following story is to introduce the symptoms of depression and an appropriate method to provide positive intervention to help one who may be suffering from a depressive state. The ability to recognize t he symptoms of depression, and how to address the situation can mean the difference between life and death. Marybeth and Kenny had been friends for as long as they could remember. They were like peas and carrots always together. If you saw Kenny, you saw Marybeth and vice versa. As they grow into young teenagers, this friendship continued. Approaching their senior year in High school, they began to discuss what colleges they would like to attend. Being from the rural city of Bumpus Mills in the Blue Grass state of Kentucky, they both had visions of seeing the world and wanted to attend the University of Kentucky (UK), Located in Boiling Green. Their imaginations ran wild with what life would be like in the big city. As the year, progressed Kenny and Marybeth excelled in their studies, and submitted their applications for acceptance to UK. After several weeks Marybeth received her letter of acceptance. Immediately, she ran next door to Kenny’s house and asked if he had received his letter. Kenny with a sad face expressed that he had received his letter, but the University denied his application. Marybeth consoled Kenny, as he was her, best friend andShow MoreRelatedUnderstanding And Treating Depression1662 Words   |  7 PagesDecember 17, 2015 Understanding and Treating Depression Americans are obsessed with happiness, yet increasingly depressed. A dominant theme in our society is that you should be happy, and if you are not, there is something wrong with you. Life can be difficult at times and people do not seem to realize that everyone has different circumstances. There are about 15 million Americans that battle the disease of depression. Our society is in the throes of a virtual epidemic of depression (Psychology today)Read MoreUnderstanding Clinical Depression770 Words   |  4 Pagesour life’s, however depression is different from this occasional feelings. Depression affects everything in your life and performing easy task and daily activities become hard, you have trouble seeking the positive things and you stuck yourself in the negative side. One question we might all ask will be how do we know if we are depressed or simply just sad? In order to answer that question we first need to understand the definition of depression, in medical news today depression is defined as.† ARead More Understanding the Great Depression Essay2842 Words   |  12 PagesIt was in 1929 that industrial production declined, business slumped and depression began in the United States. Rising unemployment, falling incomes, increasingly underutilized capacity, the drop in primary-product prices and the collapse of international trade combined to depress the international economy. 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One in four women and one in 10 men will develop depressionRead MoreUnit 81196 Words   |  5 Pagesdeal with accidents, injuries and emergency situations, dealing wit h blood and other body fluids, reporting procedures, understanding moving and handling procedures and understanding how to use mechanical or electrical equipment. 1.3 analyse the main health and safety responsibilities of: Self: we have to take care of our own health and safety at all times. Understanding relevant legislation and agreed ways of working. Make sure we have relevant training and make sure you wear correct PPE

Evaluating the efficacy of focus group discussion †Free Samples

Questions: 1. What type of selection should be adopted by the company? 2. What is considered in time of screening the application forms? 3. What is the basic objective of the preliminary interview? 4. What should be the size of groups for final selection? 5. Why is a case distributed in advance amongst the candidates in final selection? 6. What is the information on the basis of which the personal interview is conducted? Answers: Introduction Hindustan Lever Limited or Hindustan Unilever is a reputed company and takes utmost care in selection process of its employees (Hul.co.in 2018). There are several stages involved in the selection process that includes evaluation of the candidates from academic, cognitive and logical analytical perspectives. The company has several divisions like Food, Homecare brands, personal care brands and water purifier brand, and the employment is done keeping in mind the several requirements of these departments (Hul.co.in 2018). Answer 1 The company selects its employees through several rounds of severe screening and evaluating. There are primarily three steps in which the selection process is completed, these are Screening of application forms, preliminary interview, and final selection. These are the basic and very common three stages of HR selection process (Harrison 2012). The candidates are asked to submit their Curriculum Vitae which are screened and shortlisted candidates are called for interview after which the final selection is done. The company should adopt the policy of selection through structured interviews in which specific knowledge based questions about the field in which the candidate is selected. These questions are predetermined and the candidates are marked according to their knowledge of work. This kind of selection process is very effective in understanding what can be the possible performance of the employees. The applicants will also come prepared for the interview by researching about the company from beforehand. Question 2 The candidates and the applicants send the application forms and CV according to the job requirement. The company follows a strict process where it is carefully observed whether the CVs are actually compatible to the job or not. Technology is primarily responsible for reducing the time and energy for the selection process. There are tools and software which can be used to shortlist the eligible candidates (Scarborough 2012). The software does this by matching the criteria and the applicants profile. If the required qualifications are found, then the candidate is shortlisted. This is called the candidate management and applicant tracking systems. The reduction of time in the screening of the application forms leave more room for dedicating to the candidates personal interviews in which in-depth analysis of the candidates abilities can be done personally by the HR manager. Question 3 The preliminary interview is just the next stage after the evaluation and screening of the application forms and CV. The curriculum vitae or the application forms are not the original reflection of the candidates ability and attitude towards work (Lipovsky 2014). Only knowing about the degrees of the candidate does not give a clear indication of behavioral traits like whether the candidate is flexible enough, team worker, and spontaneous or not. Therefore, after the first stage of selection of the forms, in the next stage preliminary interview is conducted with as many candidates as possible. The main motive or the basic objective of this preliminary interview is to understand the candidates personally and to comprehend whether the candidates are fit for the particular job or not. The preliminary interviews are not as in-depth as the final interview processes; however, it is deep enough to understand the potentials of a candidate to work in a particular company. Question 4 After the preliminary interview is conducted the next stage of the company for the selection process is to conduct group discussion session with the candidates and then to go for the final interview process. The group discussion process can be completed including small teams of 4 or 5 people. If the group is too big then the problems of speaking over each other and inability to differentiate between the points made by individual members may arise (Arthur 2012). Therefore, the group discussion teams need to be small so that every member may get the chance to speak, debate and explain their perspectives. The final interview, however should be one to one, and each individual must be assessed separately in order to understand the full potential of the individual in detail and accurate manner. The final interview is the stage where the final decision regarding whether the employee will be taken by the company or not is made, hence it is very crucial. Question 5 The group discussion process in the company is composed of two steps, one is to conduct group discussion on any political, social or economic issues of recent times (Boateng 2012). However, there is a second round of interview in which the candidates are supplied with a case study which is to be analyzed by the candidates and the discussion happens based on the case study. The candidates are given some time to analyze the case studies and comprehend. The reason behind giving the candidates the required case studies in advance is to let them use their analytical skills to understand the scenario properly and then participate in the group discussion with informed knowledge. The process not only helps in understanding the analytical skills of the applicants but also lets the manager understand the ability of explanation by the candidates. Answer 6 Before the final interview is conducted the candidates have already gone through several stages of the selection process. These are, the screening of the CV and the applications, the preliminary interview, and the two phases of group discussion. Therefore, already before the final interview considerable amount of information is already available with the management on the basis of which an opinion can be formed. The information that are already available are the general knowledge of the candidates and their knowledge about the work, their clarity in understanding, qualities of leadership, convincing power, tolerance level and ability to express. These are the heads under which each candidate is marked and taking into consideration the mark sheet the final interview is conducted. The team which selects the employees consist of the HR manager, and the manager of the department in which the recruitment is made. Conclusion It can be concluded that the company has an elaborate and effective process of Human resource selection in which each of the candidates have to go through rigorous multi-layered selection process after which they are absorbed into the company. Various departments play crucial role in the selection process and the respective heads of the department for which recruitment is done plays important role in the selection. References: Arthur, D., 2012.Recruiting, interviewing, selecting orienting new employees. AMACOM Div American Mgmt Assn. Boateng, W., 2012. Evaluating the efficacy of focus group discussion (FGD) in qualitative social research.International Journal of Business and Social Science,3(7). Harrison, R., 2012.Employee development. Universities Press. Hul.co.in., 2018.Apply now the start of an important journey. [online] Hindustan Unilever Limited website. Available at: https://www.hul.co.in/careers/student-opportunities/apply-now/ [Accessed 23 Feb. 2018]. Hul.co.in., 2018.Brands. [online] Hindustan Unilever Limited website. Available at: https://www.hul.co.in/brands/ [Accessed 23 Feb. 2018]. Lipovsky, C., 2014. The CV as a multimodal text.Visual Communication,13(4), pp.429-458. Scarborough, D.J., Chambless, B., Becker, R.W., Check, T.F., Clainos, D.M., Eng, M.W., Levy, J.R., Mertz, A.N., Paajanen, G.E., Smith, D.R. and Smith, J.R., 2012.Electronic employee selection systems and methods. U.S. Patent 8,265,977.

Recruiting Top Talent

Executive Summary Many businesses that have boasted of success know what it means to recruit and preserve top-talent human resources. Failure in almost all organizations is associated with poor workers and leadership.Advertising We will write a custom essay sample on Recruiting Top Talent specifically for you for only $16.05 $11/page Learn More Getting talented employees involves recruitment and selection processes that must be conducted properly if the company intends to boast of a talented workforce. Thus, the human resource deparent must learn the methods of hiring, recruiting, and retaining employees to maximize productivity. This paper offers a review of various techniques that an organization can adopt to recruit and keep expertise. It comprises an annotated bibliography of authors from different industries such as the food-manufacturing sector and community banks among others. The industries provide a broad scope from which organizations can borro w ideas. However, irrespective of the industry, it is a common agreement that organizations should enhance job satisfaction by offering lucrative compensation and training programs. Introduction Employees form the most crucial asset in an organization. They help the organization to realize its key agenda of being the best in its industry. Hence, the issue of recruiting the best human resources is imperative for companies that wish to record a long-term success in their lines of operation. This paper presents literature on the strategies that various industries have adopted to tap and maintain the best-talented employees. It also presents an annotated bibliography on the same subject. Recruiting Top Talent Anita (2014) uses the machine data analytics industry to address the issue of recruitment in this sector. She regards getting and keeping top-notch talent as one of the main challenges that affect the industry. New opportunities will push entrepreneurs to adopt new business models to fit in the industry.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The increased demand from customers and high competition will pressure entrepreneurs to seek skilled employees and/or initiate skills to retain them. According to Anita (2014), recruiting and retaining staff can reduce the cost of operation while at the same time enhancing productivity. Retention of experience employees enables entrepreneurs to survive in the competitive field. Hence, they must learn techniques to keep their staff members. Coulter (2013) paints the picture of recruitment as it appears in the law sector. To offer quality services, law firms need to have partners that not only have a wide scope of the industry but also keep with the changes. To ensure that they hire and retain staff members, law firms should strive to understand the goals and ambitions of their employees. They should keep them connected w ith the firms’ proceedings. Moreover, Coulter (2013) asserts that law firms find it arduous to recruit employees who can give a sound legal advice to international clients who need foreign jurisdiction. Despite the high rate of joblessness, organizations still fail to get competent employees. Moreover, even for those who are employed, According to Credit Union National Association (2012) shows how most of them remain dissatisfied because of the low remuneration and poor working conditions. However, through cooperation, executives can successfully get proficient staff members. Some of the techniques for getting and keeping talented employees include treating human resources differently since not all of them have similar interests and personalities.Advertising We will write a custom essay sample on Recruiting Top Talent specifically for you for only $16.05 $11/page Learn More Nonetheless, any company should strive to align the interests of employee s with those of the company. According to Credit Union National Association’s vice president, Randy Kohout, executives should aim to understand what their staff members require in an effort to harmonize talent management processes with the workers’ needs. It is important to offer orientation programs for new recruits to know the mission and objectives of the organization. While recruiting employees, D’Uva (2014) says that it is important to ensure that the chosen candidate will fill the available position in the organization. It is also important for a company to have a succession plan. D’Uva (2014) reveals how most companies often have the most qualified employees. However, the absence of a succession plan does not encourage employees to work hard. Moreover, competent staff members are also retained by lucrative compensation plans. Any company should restrict itself to offering not only the basic salary but also attractive allowances. It should also cate r for the welfare of its employees. One of the keys strategies for retaining employees is creating policies that will make employees feel that their effort is being recognized and rewarded by the firm. During an interview session, it is necessary for an organization to have a panel to limit the chances of favoritism. Moreover, once a candidate is hired, he or she should be trained to perfect his or her skills while at the same time understanding and acclimatizing to the organization’s culture. After the orientation is over, it good for the management to remain vigilant of the new recruits, evaluate their productivity, and/or assist them whenever they go wrong.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Dennis (2014) asserts that employers should conduct performance evaluation and reward employees who are performing impressively as a means of motivating them to continue working hard and/or encouraging other workers to perform better. Dennis (2014) says that compensations should not always interlace with performance evaluation since this link may have a general demoralizing impact on employees. Through comprehensive studies and interviews from leaders of some of the most successful organizations in the world such as Cisco, Ford, and General Electric, Devine and Syrett (2014) explain some of the techniques that companies can employ to retain their staff. It provides practical steps through which companies can improve employee talent. Having performance appraisal programs that recognize and reward employee efforts is one of the techniques that Devine and Syrett (2014) claim can help in retaining workers. The rapid political, social, and economic changes have created an environment whe re employees have to be quick in learning new skills. Although a company may recruit talented employees, their skills may soon be rendered irrelevant if the organization does not invest in training and motivating employees. Fernà ¡ndez (2014) emphasizes the need to provide professional training programs to preserve the current workforce while encouraging creativity, innovation employee engagement in the activities of the firm. Galpin, Whittington, and Maellaro (2012) use several examples of companies that succeed in selecting and retaining talented staff members. A good example is the Borland Software that retained 200 employees who could manage various programs after Lexington was acquired. When identifying top talent, a company should consider individuals who demonstrate not only maturity but also the ability to maintain a healthy relationship with other workers. Such individuals can meet the general business strategy. Moreover, Galpin et al. (2012) say that the key to retaining employees lies in the ability to engage staff in business activities, satisfying their needs, and motivating them towards accomplishing the goals of the organization. Companies should also create policies that attract the labor force through measures such as issuing attracting benefits, allowing workers to balance their individual lives, and career. Moreover, the book emphasizes the need for managers to harmonize the interest of employees from different generations and align them with the culture and practices of the company. Retention policies should also reduce employee burnout by investigating the gaps that cause burnout and develop working conditions that limit exhaustion. Rewarding employees through promotions also encourages them to work harder. Motivated employees are able to devote most of their energy, skills, and time to serving in an organization. They anticipate that their hard work will be reimbursed through career development. From another angle, food-manufacturing com panies require constant skill development. Hence, the management can consider it important to introduce online courses that can keep employees with updated skills in the most efficient areas. Conclusion Through the expositions that have been made in this paper, there is a need for employers to diversify their search for employees through other means such as internships and/or training programs. Organizations should invest in their employees since they (employees) determine whether they (organizations) can succeed or not in their diverse fields of operation. Annotated Bibliography Anita, S. (2014). Finding and Retaining Top-notch Talent Is the Biggest Challenge for Entrepreneurs. Siliconindia, 17(7), 12-12. In this article, Anita identifies some of the developments and issues that affect the machine data analytics industry. The market has become more competitive because of the rapid technology advancement. Anita estimates some of the future developments in the industry in areas such as sensors and connectivity. Anita helps readers to understand the general significance of proper recruiting and retention skills in an organization. Coulter, S. (2013). Finding and retaining the best talent. Inside Counsel, 24(263), 16-16. Coulter focuses on the need and benefits of getting and keeping competent employees in a law firm. He observes that law firms often face the challenge of leading their staff to cope with the changing legal world, maximizing profits, and minimizing expenses. To eliminate these challenges, Coulter avers that law firms need to create a strong bond with employees where they (workers) are updated on new developments. Credit Union National Association. (2012). Strategies for Retaining Top Talent. E-Scan Newsletter, 38(8), 1-2. The article claims that the task of hiring and retaining should not solely lie with the human resource manager. Instead, it should be done through cooperation among executives. Moreover, executives should assess the performance o f the recruits after some intervals to help employees to know any shortfalls and strengths so that they can improve where necessary. D’Uva, F. (2014). Attracting, Rewarding and Retaining Top Talent. Banking New  York, 31(1), 10-11. D’Uva reveals how community banks have rapidly developed within four decades. Time is ripe for the industry to begin recruiting and retaining talented staff members. D’Uva offers exhaustive steps that ensure that a company keeps its staff members. The article emphasizes the need to create reward programs to attract potential employees whilst motivating the existing staff officials. Dennis, D. (2014). Top Talent: How to Hire Manage Employees. Massage  Magazine, 213(1), 30-33. In this article, Dennis comprehensively illustrates the right techniques that an organization can adopt while recruiting employees. He explains the need for preparing a detailed job description that outlines the duties and qualifications that are expected fro m the applicants. Dennis shows how important it is for companies to have a selection process that can reveal the capabilities of the shortlisted candidates. The article provides a good understanding on how a company can recruit, hire, and retain top talented employees. Devine, M., Syrett, M. (2014). The Economist: Managing Talent: Recruiting,  retaining and getting the most from talented people. London: Profile Books. Devine and Syrett claim that the prosperity of any organization relies heavily on the performance of its staff members. Performance has inspired companies to hire the most qualified members of staff. However, although recruiting workers is usually an easy process for most institutions, ensuring that workers utilize their full potential while staying in the company is usually a tricky affair. They emphasize the need for companies to realize the career goals of their staff members whilst helping them achieve them (goals) while in the company. Fernà ¡ndez, A. (2014). 21st-Century talent spotting. Harvard Business Review,  92(6), 46-54. Fernà ¡ndez confirms that it possible in the contemporary business environment for an individual who has sufficient expertise to perform below average while a less qualified person can perform above standard. Fernà ¡ndez says that the current world of business requires not only academic qualifications and experience but also talent. Fernà ¡ndez shows how top talent is sparse in the competitive business environment. Hence, it should consider the techniques of retaining expertise. Galpin, T., Whittington, J., Maellaro, R. (2012). Identifying, Retaining and Re-Engaging Key Talent During Mergers and Acquisitions: A Best Practices Framework. People Strategy, 35(1), 42-48. Galpin et al. (2012) describe the most effective strategy for selecting and keeping top talents in mergers and acquisition (MA). Most employees quit their positions few months after MA. If top talents quit the company, money that is invested in the M A can only lead to losses. Although the article focuses on MA, the steps the authors offer are essential and applicable to any other organization that seeks to recruit and retain its employees. Harvard Business School Press. (2013). Retaining Employees: Expert Solutions  to Everyday Challenges. Massachusetts, MA: Harvard Business Press. The book describes practices that can help executives to win and retain proficient employees. According to the Harvard Business School Press, it is important to understand the external business environment such as population and cultural changes before drafting retention policies. This book offers the core principles that a company will need when preparing retention policies. Knights, M. (2013). The Employee Engagement Challenge: Hiring, Training and Retaining Key Staff. Food Engineering, 85(8), 36-42. Knights discusses the recruiting, training, and retraining strategies that food-manufacturing industries adopt to overcome fiscal recessions. He focuses on the measures that were adopted by the management of J.R. Simplot. The company developed a program whereby it recruited talented employees, assigned them to various departments, and trained them in the culture and practice of the business. This strategy helped them to fill competitive positions such as project officers and packaging engineers. They also initiated internship for engineering graduates to help them to pick the most talented staff people. To enhance the skill of the available human resources, the management established an internal professional training program. Reference List Anita, S. (2014). Finding and Retaining Top-notch Talent Is the Biggest Challenge for Entrepreneurs. Siliconindia, 17(7), 12-12. Coulter, S. (2013). Finding and retaining the best talent. Inside Counsel, 24(263), 16-16. Credit Union National Association. (2012). Strategies for Retaining Top Talent. E-Scan Newsletter, 38(8), 1-2. D’Uva, F. (2014). Attracting, Rewarding and Retai ning Top Talent. Banking New  York, 31(1), 10-11. Dennis, D. (2014). Top Talent: How to Hire Manage Employees. Massage  Magazine, 213(1), 30-33. Devine, M., Syrett, M. (2014). The Economist: Managing Talent: Recruiting,  retaining and getting the most from talented people. London: Profile Books. Fernà ¡ndez, A. (2014). 21st-Century talent spotting. Harvard Business Review,  92(6), 46-54. Galpin, T., Whittington, J., Maellaro, R. (2012). Identifying, Retaining and Re-Engaging Key Talent During Mergers and Acquisitions: A Best Practices Framework. People Strategy, 35(1), 42-48. Harvard Business School Press. (2013). Retaining Employees: Expert Solutions to  Everyday Challenges. Massachusetts, MA: Harvard Business Press. Knights, M. (2013). The Employee Engagement Challenge: Hiring, Training and Retaining Key Staff. Food Engineering, 85(8), 36-42. This essay on Recruiting Top Talent was written and submitted by user Chase Robbins to help you with your own studies. 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