Talent Relationship Management as a Future Recruiting Tool in the Human Resource Management

Opportunities and Risks

Thèse de Bachelor , 2016 , 78 Pages , Note: 1,0

Gestion des ressources humaines - Recrutement

Economy and society are continually changing, which entails a variety of influencing factors. The resulting trends constantly pose internal and external challenges to human resource management (HRM) in companies and demand continual development of HR strategies. The beginning of this thesis discusses the factors underlying the constant transformation in HRM and generating the new requirements in the recruitment and re-tention of potential employees.

Talent Relationship Management (TRM) is considered to be the current trend in recruit-ment and as an internal solution for setting the course for external challenges in HRM. In this thesis, the concept of TRM is presented as a strategic and systematic model of HRM to build and maintain relationships between employees and employers. Because TRM is still in its infancy, the literature lacks a clear and unified conception and definition of the approach. Different definitions and derivations of the literature are presented below. Fur-thermore, the current definitions are contrasted with the practical realization and imple-mentation of TRM. The elucidation of implementation strategies in practice is aimed at providing additional insight into the perception and implementation of TRM by compa-nies. Consequently, the opportunities and risks of TRM are discussed as a future recruit-ment instrument in HRM.

The relationship approach of talent relationship management is derived in the literature from customer relationship management (CRM). The third component of the work is comprised of exploring the parallels and differences between TRM and CRM with the aim of depicting future research implications.

Inhaltsverzeichnis (Table of Contents)

• List of Illustrations
• List of Tables
• Abbreviations
• Problem and Objective of the Bachelor Thesis
• From Personnel Management to Strategic Human Resource Management
  • Human Capital
  • Current trends and future challenges
    • Demographic change and the "war for talents"
    • Generation Y - a demanding generation
  • Personnel management as a marketing task
    • Employer branding – marketing staff
      • Influencing factors of employer branding
    • Trends in recruitment
      • Active sourcing
      • From "post and pray" to talent-oriented recruiting
• Talent relationship management
  • From CRM to TRM - term definition
    • Objectives and use
  • TRM in practice
    • Drivers to implement TRM in companies
    • The TRM strategy and organization
    • Target groups of TRM
  • Instruments of TRM
    • The talent pool – the heart
    • Channels for making contact
    • Instruments of candidate retention
• Risks and opportunities of TRM
  • Risks
  • Opportunities
• TRM vs. CRM - a little comparison
  • "Market-pull" and "technology push" – the relationship approach
    • Database support and information systems
    • Performance measurement in companies
      • Research status of performance measurement
    • Implications for research
• Summary and outlook
• Appendix
• List of Cited Literature

Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)

This bachelor thesis explores the opportunities and risks of talent relationship management (TRM) as a future recruiting tool in human resource management. The thesis examines the development of personnel management, the changing landscape of recruitment, and the emergence of TRM as a strategic approach to attracting and retaining talent.

• The evolution of personnel management from traditional approaches to strategic human resource management
• The significance of human capital in the modern business environment
• The role of employer branding and its impact on talent acquisition
• The benefits and challenges of talent relationship management as a recruiting strategy
• The potential of TRM to address the challenges of demographic change and the “war for talents”

Zusammenfassung der Kapitel (Chapter Summaries)

• Chapter 4 introduces the problem and objective of the bachelor thesis, setting the stage for the exploration of TRM in the context of human resource management.
• Chapter 5 provides an overview of the evolution of personnel management from traditional approaches to strategic human resource management, highlighting the growing importance of human capital and the changing landscape of recruitment.
• Chapter 6 delves into the concept of talent relationship management (TRM), outlining its key objectives, practical applications, and the instruments employed in TRM strategies.
• Chapter 7 analyzes the potential risks and opportunities associated with implementing TRM as a recruiting strategy in organizations.
• Chapter 8 compares TRM with customer relationship management (CRM), examining the similarities and differences between these approaches and their respective applications in managing relationships.

Schlüsselwörter (Keywords)

This bachelor thesis focuses on the emerging field of talent relationship management (TRM) and its implications for human resource management. The key concepts explored include human capital, employer branding, talent acquisition, talent retention, strategic human resource management, demographic change, and the “war for talents”. The thesis draws upon current research and practical examples to examine the effectiveness of TRM as a recruiting tool and its potential to address the challenges faced by organizations in attracting and retaining skilled employees in a competitive global market.

• Université: University of Frankfurt (Main)
• Note: 1,0
• Auteur: Katharina Beck (Auteur)
• Année de publication: 2016
• Pages: 78
• N° de catalogue: V1247476
• ISBN (PDF): 9783346680648
• ISBN (Livre): 9783346680655
• Langue: anglais
• mots-clé: Personalmarketing, Human Resources, Talent Management, Employer Branding, Personalbeschaffung