Current Trends in Talent Management
February 12, 2025
Data, Data Everywhere, But No Insights Yet Corporates generate much data on a daily basis that can include everything from data about performance of employees, payroll metrics, production figures, outage times, and just about any conceivable functions such as Sales and Marketing, Admin, HR, and the like. Of particular interest to corporates, and that too […]
Introduction The Recruitment Process is an important aspect of the overall job responsibilities for HR (Human Resources) Managers. Given the fact that selecting the best candidate for the job and the right fit for the role determines the future trajectory of that candidate’s time in the organization as well as leads to gains for the […]
Do you see various shapes in a crumpled ball of paper? Do you see various colours in a drop of oil mixed with water? If your answer is yes, then certainly you value creativity. Creativity is nothing but the process of creating something unique and new. Creativity indeed plays a crucial role in organizations at […]
Literally speaking employee relations consists of all those areas in Human resource Management that involves general relationship with the workforce. This may be in the form of collective or mutual agreements that leads to the formation of trade unions or through policies and procedures for employee engagement and communication. The increased growth of workforce diversity […]
The Nature of Work in the Gig Economy The Gig Economy is an unmistakable part of the emerging Digital Economy. Firms such as Uber and AirBnB and Task Rabbit are firms that employ thousands of freelancers and gig workers as contractual and part time workers in their business models that are built on the concept […]
Without doubt talent management is a very useful concept for organizations but unfortunately many of them look upon the former as an overhead rather than a value creating process. This can be attributed to some flaws in the implementation and some myths among HR practitioners regarding the same.
In this write up we try to unravel some of those myths and solutions of the same.
Reality: Paying higher than rival firms may help to a certain extent in retaining your employees. It may also help you poach certain employees from your rivals but in the long run, money fails to motivate people. Money is a hygiene factor; its absence may be a de-motivating factor but presence surely cannot be motivating for long.
Solution: It is the day to day work, organizational culture and career progression that motivates people more on a daily basis. Analyze each employee on what motivates whom and try to align their career interests with their growth in the organization.
Reality: It is the attributes and the culture of the organization that is most likely to motivate people to work better and be happy with their jobs. Leadership and job empowerment are other factors that contribute to that happiness of employees.
Solution: Work on making the organization a better place in terms of enriching the culture, improving senior junior relationships and of course laying due emphasis on how the employees are being compensated.
Reality: There is no direct connection between levels of attrition and employee engagement. In fact employees who are engaged well are more productive and take ownership of their work. Since organizations about people, well engagement not only improves employee performance but also organizational or corporate performance. According to one recent research engaged employees perform 22 percent better, have lesser rates of absenteeism, and produce greater customer satisfactions.
Solution: Customize engagement strategy for each employee and show the connection between employees work commitment and organizational success. Improvise key drivers such as manager’s expertise and future career opportunities and development.
Reality: In absence of employee engagement the organizations stands at the risk of losing projects in hand. Continued absence of employee engagement may in fact de-motivate an employee to contribute his best.
Solution: Employee engagement is critically required to retain and polish talent that is essential for future growth and opportunities.
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