Role of Managers in Employee Relationship
A healthy employee relationship is essential for the employees to find their work interesting and perform their level best. It is important for everyone to understand that one goes to his organization to work and conflicts must be avoided as it is nothing but a mere waste of time. Employees must be comfortable with each […]
The Normal Distribution Creates an Abnormal Work Culture
Forced bell curve systems are a statistician’s way of looking at the organization. Much like everything else that statisticians do, the forced bell curve is also a mere hypothesis. However, this hypothesis has been largely romanticized and adopted by many companies. In fact about a decade ago, forced bell curve was the norm and companies […]
Lateral Placements and Some Strategies for those with Work Experience in Business Schools
In recent years, the number of students with work experience has gone up in the business schools around the world. while the business schools in the US and Europe have always had work experience as a prerequisite for enrollment, Asian business schools have tended to take in more students fresh out of graduate courses. while […]
Implications of Workplace Changes for Individuals and Organizations
Career, as a series of upward moves of income, status, power and security has died long back. In 21st century, career is seen as continuous learning and changes in identity due to experience and personal learning along with upward moves in income, status and power. Employees, these days want a fulfilling career and organizations need […]
Top HR Trends for 2019: Technological Convergence and Smarter HR Management
Increasing Use of Technology and Pervasive Influence of Smart HR Management 2019 is upon us and what does it mean for the HR (Human Resource) field? While predictions in the Age of Accelerated Technological Change are sometimes difficult and can go “way off the mark”, nonetheless, there are some general trends that would impact the […]
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:
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