Talent Management- then and now

Hey, it has been a while but I am back in my space ♥

Work has been busy, and I had a chance to work with some clients on their HR and change management projects that got me thinking – HR is actually changing or better, had changed much in respect to its dealing with people operation and engagement function.

I shared my views on Talent Management on LinkedIn yesterday and would appreciate your participation in sharing your ideas, experiences about it.

You may read it here

Working in the HR function for last 10 years, across 2 continents now, I have closely witnessed the shift from the traditional, rule- based HR to the now, viable, people centric HR. The shift is often blended but evident. Annual picnics, subsidised meals and Fun-Fridays still excite employees as much as flexi work hours and corporate wellness programs.

Companies are made of people that work there and even the best teams cannot operate successfully if they are not given the opportunity to collaborate. One of the key reasons for an organization’s success is its people operations.  Hire the best talent and take care of your people is the strategy helping top performing organizations maintain a strong retention and growth rates even with hugely diverse workforce. What do they do better?

1.      Make data driven decisions and policies

2.      Make workplace a comfortable space for employees where they enjoy flexibility to work, explore and innovate.

3.      Give employees a work life balance by making things like food, travel (to work) etc. affordable and accessible. When employees have less things to worry about, they tend to work more and better.

4.      Promote an engaging culture where ideas are welcomed, appreciated and employees are given fair chance to participate in implementation.

What and how much employees contribute to an organizations’ growth is determined by the culture, resources, incentives, engagement and growth opportunities the organization can provide to them.

The HR and Talent management functions till worry if – too much flexibility at work harm productivity? Despite organizations investing much in their retention programs, employee still leave, why? Is it possible to stop employees from leaving with free lunches and travel?

A well planned and completely involved management process might be the solution. Click for more