What is talent management!?

http://gauteg.blogspot.com/2007/03/what-exactly-is-talent-management.html

To take this forward, 'talent management' is a complex engagement which, I guess, comes not on the basis of any HR exposure, but, a sheer passion for making people grow within, and moreso, make them perceive the engagement with the employer in a true sense! Well, why am I saying that our people (employee) ought to 'perceive'... its because many I times even the best of people plans fall flat on their face, when they are not perceived to be in an employee or the terms' interest! What are the basics of talent management on the softer side?? Well, some of them......

1. Each and every employee firmly believes that he is well engaged both in the short-term and long-term with the organisation! He/She feels that their role is a crucial pie in the growth cake atleast in a 3 to 5 year horizon.
2. Organisational objectives and functional objectives are crystal clear to all stakeholders - it will the HUMAN RELATIONS (not human resources) functions endevor to ensure clear communication down the line. No place for ambiguities here - any midcourse change in strategy has the buy in of all stake holders, and most of them know, if not agree necessarily, as to why such changes were warranted!!
3. Employees feel that there is a quid pro quo in all of it for each of them, and give their best once the goals are clear!
4. Organisationsal structure ensures that there is ample room for internal growth, which is when the talent management flowers come to full bloom. The structure needs to be robust and dynamic, and shall take care of the tangible and intangible needs of all talent stakeholders....

This is a miniscule list, but am sure these are some of the crucial ingredients in the talent management recipe!!!

attrition blues??

Check this out.. Manipulating attrition figures for whatsoever reason is probably the most criminal thing that HR can do, componding the task of managing that!

http://gauteg.blogspot.com/2007/04/mythical-attrition-numbers.html

10 reasons why people quit

http://gauteg.blogspot.com/2006/05/10-reasons-why-organizations-are-not.html

This is a wonderful piece. For those organisations that may be willing to take cues from these, most of the issues they are grappling with vis a vis attrition would fit into these reasons! Just to add to this, the other reason which i think adds fuel to the attrition fire is that the management would also like HR function to underplay attrition! I know of organisations where the attrition rate well over 50%, but you have management statistics that the rate is 'well within control'?!

Innovation in recruitment?!

Can there be innovation in something which is perceived as mundane as recruitment??

Well, there are bound to be contrarian views, but, most of us recruiters who believe that what we do (we RECRUIT!) is both art and science have to essentially innovate in recruitment.... I was reading a fellow recruiters thoughts, in which he delved on how they had to think out-of-the-box to hire techno-marketing/sales people for for a pharma company at Coimbatore (India) - they looked at bio-tech grads and advised the client to train these people in sales thus closing the position!!

This in a sense, is innovation.... in a space that grapples with acute shortage of the skilled people for appropriate positions.....

Innovation also is telling your client what are the pitfalls in the kind of targeted hiring they need, in the face of competing organisations for the same skilled people and the staggering compensation that most of them may be willing to pay.... and proferring solutions to the clients as how out-of-the-box thinking would solve attendant recruitment challenges......