How Human Resource Managers can deal with Difficult Employees
Introduction One of the key challenges that HR (Human Resource) Managers face in any organization is how they respond to employees violating organizational policies and plain disgruntled employees who are angry with their appraisals and consequent pay hikes and bonuses. Indeed, how astutely and adroitly the HR Managers deal with such employees determines their competency […]
Training and Development – A Key HR Function
Training and development is one of the key HR functions. Most organisations look at training and development as an integral part of the human resource development activity. The turn of the century has seen increased focus on the same in organisations globally. Many organisations have mandated training hours per year for employees keeping in consideration […]
Corporate Corruption and the HRM Function: Legal, Ethical, and Moral Perspectives
What is Corporate Corruption and how pervasive it is? While we are all aware of corruption in the governmental and public sector entities, the lesser reported aspect of corporate corruption is something that does not yet get the coverage and attention it should. This is because unlike corruption in other spheres and walks of life, […]
Why Do Some Excel in the Interviews, But, Fail on the Job and How HR Can Fix This?
How HR Managers are vexed by the Problem of Good Interview Candidates Research has shown that there are many instances of jobseekers excelling in the interviews, but, failing on the job, once they are recruited and placed in projects. While this problem has been around for a while, in recent years, it has become so […]
Can a Robot Think Critically and Muse Philosophically? Skills for the Future Workforce
Human Touch: the Key Skill that You need to Outlast the Machines What is that humans can do and machines cannot? Or, what is that helps you to retain your job from automation and avoid being replaced by a robot? What are the in demand jobs in the future that makes some occupations more critical […]
Talent management can be a discipline as big as the HR function itself or a small bunch of initiatives aimed at people and organization development.
Different organizations utilize talent management for their benefits. This is as per the size of the organization and their belief in the practice.
It could just include a simple interview of all employees conducted yearly, discussing their strengths and developmental needs. This could be utilized for mapping people against the future initiatives of the company and for succession planning.
There are more benefits that are wide ranged than the ones discussed above. The benefits are:
The skill or competency mapping allows you to take stock of skill inventories lying with the organization. This is especially important both from the perspective of the organization as well as the employee because the right person is deployed in the right position and employee productivity is increased. Also since there is a better alignment between an individual’s interests and his job profile the job satisfaction is increased.
The focus is now on charting employee retention programs and strategies to recruit, develop, retain and engage quality people. Employee growth in a career has to be taken care of, while succession planning is being performed those who are on the radar need to be kept in loop so that they know their performance is being rewarded.
Apart from this having a strong talent management culture also determines how organization rate their organizations as work places. In addition if employees are positive about the talent management practices of the organization, they are more likely to have confidence in the future of their organization. The resultant is a workforce that is more committed and engaged determined to outperform their competitors and ensure a leadership position in the market for their organization.
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