Corporate Strategies to beat the Downturn: Cutting Slack and Layoffs
The Difference between Top Line Growth and Bottom Line Profitability Corporates need growth to sustain their activities and increase their profits. What is known in financial jargon as Top Line Growth is the increase in revenues that happens because of growth that the corporate actualizes during a given year. In contrast, what is known as […]
Why Agile Workplaces and Modular Teams are the Future in the New Normal
What are Agile Workplaces how they are the Future in the New Normal? As workplaces become virtual and working from home becomes the norm, organizations would have to adopt newer methodologies and strategies to adjust to the New Normal. Agile methodologies, long thought to be the answer to the Digital Age workplaces are now gaining […]
Employee Stress and Performance
Employee Stress is negatively correlated to their work performance. In short, more the level of stress, lower is the performance. It was conventionally perceived that reasonable levels of stress would boost the employees and improve their work performance. But this perception no longer holds true. Today it is believed that even a little bit of […]
Efficient Transfer of Learning during Training
Needless to say, training in an organization is aimed at evolving existing ways and patterns of work. It is aimed at individual development, which cannot happen until there is a transfer of learning from the trainer to the trainee and the same is reflected in their work finally. But how can this learning be maximized […]
3 Cs of Employee Engagement
A major percentage of employees find their work boring. Ask HR managers about employee engagement and they have only one answer: it is the biggest challenge that we are facing today. Days of huge increase in wages or salaries even in highly productive organisations have gone. It is unable to retain employees within the organisation […]
The human resource professionals are the cornerstone of any organizations. They not only solve business problems today but also participate in strategic aspects of the organization; talent management is one of them.
Formulation of a talent management strategy is the responsibility of the HR function. This is often done in consultation with the business function. Be it talent mapping and planning or performance, recruitment and retention the human resource professionals of the day are seeking out ways to streamline and integrate their functions with the broader business functions.
In Aditya Birla group, for example there is huge dearth of leadership positions at the top. The company is expanding globally and at a rate faster than it can grow its human capital. This has lead to talent deficit and this is common in many organizations. The problem requires a comprehensive set of solutions.
Again in the same organization as mentioned above, people are empowered very early in their careers to give them more responsibilities and build more competencies in employees. This enables to develop high potential personnel. The organization runs an internal programme IDventure where they promote entrepreneurship. You have an idea; you come forward, share and develop a comprehensive business plan. The best plan receives a support from the organization!
Needless to mention now, organizations require an integrated approach to talent management. There is a need to strategize in HR functions to enable and support the business functions. Some strategies in this direction could be:
Your email address will not be published. Required fields are marked *
