The Importance of Talent Management

Figure 1

What is Talent management?

Talent management is a process of anticipating the need for human capital and then setting out a plan to achieve the same. The process starts from identifying high potential individuals who are valued to organizations. Then develop them to deliver future expectation of the organization whist engaging them in the process to retain in organization (Momtazian, 2020).

Attracting and maintaining high-quality employees, expanding their abilities, and consistently motivating them to enhance their performance are all part of talent management (valamis, 2021).

Importance of talent management to an organization

The best tool for winning the battle for talent is talent management.

The term "war for talent" describes the battle that HR professionals experience in firms while trying to fill many available positions with a small number of high-quality candidates. As a result, hiring has become an expensive and time-consuming process.

A solid talent management plan is required to attract and retain top performers in the organization. Otherwise, the organization will lose its most valuable staff.

If the firm has a comprehensive talent management process in place, it will assist individuals in progressing to higher positions within the organization, as well as reduce unnecessary costs associated with high employee turnover and the expense of acquiring and training new employees (Brooks, 2019).

Talent management process model

Figure 2 Talent management process model

Source: (Jason,L, 2018)

According to the above model, the talent management process will have six parts,  Planning, attracting, selecting, developing, retaining, and transferring are the steps involved. There will be unique management requirements at each stage of the talent management process to guarantee that talent is handled effectively.

• Planning stage:

This is a crucial stage in the talent management process since it is here that the initial talent identification and understanding of the current and future talent gap will be examined in depth to manage future talent demands. The major management duties in the planning stage are the identification of human capital for strategic fit, the compilation of job descriptions, and the preparation of a workforce strategy for recruitment activities.

• Attracting stage:

At the attracting stage, more and more talent pools will be targeted to go through the selection process to determine the strategic match. The attraction stage is where the vacancy is communicated, as well as the sources used to create the job advertisement and the signing of contracts with third-party headhunting companies.

• Selecting stage:

When it comes to the selection stage, it will be built to handle all the screening and recruitment to find the best candidates.

• Developing stage:

After the hiring process is completed, the next phase is talent development, which includes initial onboarding as well as experiential learning and development programs to help the team progress.

• Retaining stage:

Retaining talent is critical because developed talent should be carefully cared for to keep the top talent. Promotions and the acquisition of new skills. Increments and recognition for new tasks and leadership abilities are important components of this.

• Transitioning stage:

This is where employment transformation takes place. Managing retirement benefits while managing the exit through constructive feedback and exit interviews to identify gaps is critical when retiring or leaving the organization. 

 

Responsibility of Talent Management

Both the employee and the organization benefited from talent management. Employees can improve their talents to attain their career goals while also providing the finest service to the organization to achieve their business objectives. Every firm should set a higher priority and devote more resources to developing stronger talent management strategies.

The responsibility starts with Human resource department. But Directors, all department heads and senior managements should be on board with the talent management process to achieve ultimate goals of the organization. However, depending on the size of the business there can different designations, committees, or units to overlook the talent management process (Brooks, 2019).

References

Brooks, A., 2019. Rasmussen University. [Online]
Available at: https://www.rasmussen.edu/degrees/business/blog/what-is-talent-management/

[Accessed 02 May 2022].

Jason,L, 2018. Talent Management Cycle. [Online]

Available at:https://businessjargons.com/talent-management.html
[Accessed May 02,2022].

Momtazian, M., 2020. Expert 360. [Online]
Available at: https://expert360.com/resources/articles/talent-management-important
[Accessed 02 May 2022].

Saraswat, Anannya, 2019. feedough. [Online]
Available at: https://www.feedough.com/talent-management-definition-importance/
[Accessed 02 May 2022].

valamis, 2021. valamis. [Online]
Available at: https://www.valamis.com/hub/talent-management
[Accessed 02 May 2022].

 

 

How to attract, manage and retain the Millennials in the Workplace

Figure1

Millennials are people who were born between the early 1980s and the late 1990s. They grew up during a period of relative economic success, plugged into a largely peaceful globe, and hence better equipped to deal with deeper social difficulties.

When it comes to leading Millennials, as with any employee, it's considerably more beneficial to try to understand them rather than criticize them. You may develop strong working relationships with dedicated employees by understanding their habits, motivations, and ambitions.

The Millennials or the generation born in between 1981 to 1995 are 76 million strong and they comprise 46 percent of today’s workforce (Randolph & Randolph, 2016).

Some argue that when the Millennials move into the workforce the disloyalty, neediness, sense of entitlement and overall casualness enhance in the workplace which creates troubles in management managing them (Thompson & Gregory, 2012).

How to manage them effectively?

👉Be a mentor for them, not a boss.

One of the most fundamental aspects of Millennial management is to act more as a mentor than a boss, empowering employees and facilitating solutions rather than dictating action unilaterally. You'll consolidate your team and develop more capable workers by answering challenging questions and interacting truthfully, while also recognizing that camaraderie solves more problems than deference.

👉 Take use of Millennials' technical skills.

Millennials' approaches and priorities differ from those of their parents, but this does not imply that they are inferior. Before dismissing younger employees for failing to follow established procedures, consider whether the procedures themselves should be updated to reflect changing circumstances.

Managers can create a style that both motivates and keeps people in a flexible company culture geared for the future by listening to and learning from the next generation.

👉They do not have to work long hours.

Millennials are looking for jobs in different ways than earlier generations. They don't want to work longer hours, but that doesn't mean they're lazy. According to numerous research, millennials are motivated by a desire to have a positive impact on the world.

Previous generations prided themselves on working long hours, weekends, and taking sparse vacations that demonstrated commitment and stamina. Millennials have no such compunction. They aren’t lazy, but they focus on results and finding ways to achieve them more efficiently. Instead of camping in cubicles to be the last one to leave, they use tech to accelerate their work and log-in on-the-go. 

👉Offer flexibility

Allowing millennials flexibility and respecting their time is the greatest way to manage them. They'll be judged on their accomplishments rather than their timekeeping, giving them more room to live a life. You'll find that not only are their tasks accomplished to a high standard, but that they are also happier and more motivated because of this.

How to attract and retain them?

👉Include a visual story in the Job description.

Because millennials are the digital generation, visual stories will be a more effective and appealing way to recruit them than a long paragraph of job descriptions. In a better method, the business can show rather than speak what they expect from an employee.

👉Make the experience in terms of Millennial-friendly.

This suggestion is directly aimed at millennials, who are more likely to network and will serve as brand ambassadors for the organization. They will promote the company among the required workforce, which is what the Employer brand is all about.

👉Consider hiring to be a team effort.

The majority of occupations require candidates to work in groups and perform a role as a team member. Why not delegate recruitment to a group? Millennials are more prefer to work in groups. In that circumstance, firms should reach out to each employee and learn about their strengths and limitations.

👉Hire according to the company's culture.

Rather of hiring purely on resume qualifications, a company should look for applicants that are culturally fit, with talent coming in second. For that reason, an organization's greatest and worst performers must be investigated. They should think about what makes them a rock star, as well as the negative views that their colleagues share. Millennials will recognize how much they contribute to the organization's culture, which will encourage them to remain longer. Watch the video below to learn more about hiring based on cultural fit.

👉Learn how the company compares against the competition.

The company may have a pleasant culture that attracts talent, but do others know about it? This is where a business needs a right balance of technologies to attract millennials. Even exhibiting the company culture on social media would attract millennials because they are more active on those platforms. The YouTube video below will provide you some ideas on how to use an Employer brand to attract employees to your company.

References

Peters, K. (2017) Want to Recruit Millennials? Focus on Your Employer Brand, Great Place to Work. Available at: https://www.greatplacetowork.com/resources/blog/want-to-recruit-millennials-focus-on-your-employer-brand.[Accessed 01 May 2022].

Randolph, A. & Randolph, A., 2016. Millennials in the Workplace:. [Online]Available at:http://www.blanchard.dk/pdfs/millennials-in-the-workplace.pdf [Accessed 30 April 2022].

Stein, G., 2016. Nine Tips For Managing Millennials. [Online]  Available at:https://www.forbes.com/sites/iese/2016/09/08/managing-millennials-nine-tips/?sh=1af5b1e1cd8a [Accessed 30 April 2022].

 

Dealing with Verbal Abuse at Work

 

 Figure 1

What is Verbal abuse at work?

Threatening, screaming, swearing, insulting, and mocking a victim or victims in front of others or in private are all examples of obvious verbal abuse at work. Workplace verbal abuse can be difficult to define, and what concerns one individual may not affect another (i.e., spreading rumors or making insinuations, telling objectionable jokes, and teasing).

Because verbal abuse at work is not prohibited, unlike sexual harassment and racial discrimination, it rarely makes it into business policy books. As if it were a personality dispute, everyone affected by workplace verbal abuse is left to fix the matter on their own.

Individual characteristics that have no influence on professionalism cause personality issues.

For example, a coworker's laugh or a non-abusive yet unpleasant communication style.

Effects of Verbal Abuse at work

 😕Embarrassment

 😕Loss of interest in previously pleasurable activities

 😕Feel guilty for producing the terrible feelings at work. 

 😕Low productivity

 😕Increased absenteeism

Ways to deal with verbal abuse at work

👉Pay Attention

Recognize and avoid insulting and disrespectful words and actions. Verbal abuse includes insults directed at your appearance or clothing, as well as scolding or berating in the presence or absence of coworkers. Unfriendly, aggressive hand gestures and body language are frequently used to reinforce these assaults. Verbal abuse can be accompanied by deception, shame, guilt, or being pitted against another employee.

👉Find Your Voice

Who will have your behind if you don't? Now is the time to stand up for yourself. If the prospect of it makes you uncomfortable, compose a script in which you say, "I deserve to be treated with respect." Play a role with a coworker or in front of the mirror. Rehearse this crucial confrontation so you'll be ready to declare your boundaries when the time comes. Make statements that begin with the word "I." Using the word "you" puts the other person on the defensive. Remember that the game ends when one of the players decides to leave. There is no such thing as a bad time to speak your mind, no matter how unpopular or difficult it may be.

👉Keep records

Even though most of us have recording devices, retain a written record of who said what, when, and where. This exercise can sometimes assist us in awakening. More importantly, this evidence will shed light on issues that other management or human resource colleagues may be unaware of.

👉Hire Help

dependable and unambiguous Support from coworkers is like sunshine after a storm. You're probably not the first or only victim of verbal abuse because it doesn't happen in a vacuum. Find out what happened before and how it was resolved, if at all. Recruit allies for each encounter you plan to have. Be wary of the resentment-fueled spiral into gossip. Though tempting, gossip is divisive, and if you emulate your aggressor, you may end up looking like them. Really.

 

👉Expand your horizons.

When you realize that a hammer will always find a nail, you know that we all see the world through our own internal projections. This gives you a sense of space and intrigue when dealing with encounters, particularly unpleasant ones. Curiosity also leads to compassion and understanding, as well as the realization that things happen to us rather than to us. As you gain courage and stand your ground, practice curiosity. Refrain from passing judgment on anyone, especially yourself.

HR strategies to manage verbal abuse at Workplace

📓Taking records

It's tough to eradicate all instances of verbal abuse. As a result, develop methods for reporting concerns so that you can keep detailed records.

Specific information to gather includes:

• The name of the complainant and the person accused
• A full description of the incident including the date, location, and the names of any potential witnesses
• How the incident has adversely affected the complainant and their ability to perform their job
• Other relevant information integral to understanding the nature of the incident

This information should be always kept confidential and must not be shared with anyone uninvolved with the incident.

👂Resolving Matters

HR is also in charge of developing a resolution procedure. In some circumstances, this can be accomplished informally. Sometimes just having a one-on-one conversation with the accused is enough. HR would describe the nature of the offense and state that such conduct would not be permitted. To acquire a greater picture of the occurrence, they should listen to the accused individual's summary.

 

References

Holly, K. (2021, December 17). Dealing with Verbal Abuse at Work, HealthyPlace. Retrieved on 2022, April 28 from https://www.healthyplace.com/abuse/verbal-abuse/dealing-with-verbal-abuse-at-work 

https://www.healthguidance.org/entry/17797/1/Dealing-With-Verbal-Abuse-in-the-Workplace.html#:[Accessed on April 29, 2022]

Work-Life Balance of Women Employee

 

Figure 1

Personal life and work life are often considered to be the two sides of the same coin.

Work-life balance (WLB) is about feeling comfortable with both work and personal commitments.

WLB = Healthy life + Satisfactory lives both Professionally and Personally 

There are three essential components in WLB namely paid work, unpaid work and personal time.

Women are mostly into full time services and are working 8 hours per day and 5 days in a week minimum and are confronted by increasing workload everyday. So, most of them carry work and responsibilities to home but balancing between these two complex situations in the present day fast life requires talent, tact, skill and caution. Women have to cope up with high work targets, office commitments, tight meeting schedules and the duties and responsibilities of life and home. Employers should concentrate on framing various policies and schemes to facilitate Work life balance to encourage and attract women employees. (SayantiGhosh, 2010).

Work Life balance is not something that just happens. It involves the efforts of a number of partners: the employee, the organization for which the employee works, the family with whom the employee lives and the society in which all are embedded. It involves mutual understanding and respect between all of these players. (N.Gayathri & Dr.P.Karthikeyan, August 2013)

Work Life Balance means the competence to schedule the hours of an individual Professional and Personal life so as to lead a healthy and peaceful life. It emphasize the values, attitudes and beliefs of women regarding their age to work in organizing and balancing their work and personal life. (K.Santhana Lakshmi &S.SujathaGopinath, March 2013). 

WLB consists of five aspects of one’s life at any given time namely, work, family, friends, health and safe. Some factors are key and lead to disruption in WLB such as increased level of stress, competition and insecurity in the work place. In the past decade changes in the work place and employee demographic were the increased concerns for the gap between employee work and non-work lives. Huge impact made on employee’s personal time by mandatory overtime, shift work, on-call duties and week end / holiday coverage imposed by the employer (Agha, et al., 2017).

Figure 2

The following variables influencing the experience of WLB were identified while reviewing the various literatures.

                                                                                        Figure 3

• Work Family Conflict and Family Work Conflict

• Women in various roles

• Career Advancement

• Work Stress

• Child care

Importance of Work Life Balance

Everyone requires time to unwind and re-energize. It improves their ability to improve their level of performance. As a result, from a management standpoint, it is critical to encourage employees to take time off work without overworking them. Creating a culture that encourages people to participate in things that they enjoy will make them better colleagues, friends, and family members. When the employee's work time is up, he or she must leave the office. This is difficult to achieve since individuals place demands on people's time. People must learn to say "NO" and accept only the most critical tasks.

With Work-life balance employees are able to take time to enjoy the life they have work so hard to create. They have time for family and friends too. Without creating a WLB person they take their stress out in their loved once. Prolonged Stress resulted employees’ physical disorders and illnesses like, heart decease, diabetes and are associated with health risks such as increased smoking and alcohol consumption, weight gain and depression (Meenakshi , et al., 2013). 

Steps to a better Work-life Balance

1. Effective and efficient time management.

2. Spend some time thinking about what is most important, and create a list of top         priorities for home and work.

3. Schedule the day, plan the work assigned for the day and accomplish the target.

4.  Leave work at the work place and don’t bring the work to home and viz versa .

5.  Learn to say No to self and others as an when required.

Conclusion

Every woman should choose a goal and flourish in both her work and her family in order to accomplish WLB.

Planning, organizing, and setting limits are some of the tactics and abilities that can be utilized at home and at work to achieve a rewarding and gratifying well-balanced existence, both professionally and personally. 

To meet the demands of the family, female employees should provide both physical and financial care. Work on achieving corporate goals as well as personal growth in order to meet career requirements. In order to address the difficulties of women's work-life balance in today's corporate environment, organizations must implement human resource strategies and policies. 

REFERENCES

Agha, K., Azmi , F. T. & Irfan , A., 2017. Work-Life Balance and Job Satisfaction: An Empirical study Focusing on Higher Education Teachers in Oman. International Journal of Social Science and Humanity , 7(3), p. 164.[Accessed on April 27, 2022]

J. Sudha et. al./ International Journal of Management Research & Review available at http://www.ijmrr.com/ [Accessed on April 27, 2022]

The Role of HR in Employee Well -Being and Workplace Safety

 

Figure 1

Importance of employee well-being and workplace safety

Any company's most valuable asset is its employees. As a result, employee safety is critical to any business's success. Failure to create a safe working environment will further harm the company's reputation by ignoring occupational safety regulations. Workers also spend a significant amount of their time at work. Employees spend an average of 8-10 hours per day at work, therefore creating a safe and welcoming atmosphere for them is critical. (Parker, 2019).

Role of HR

       To develop and sustain safety policies, HR plays an important role. When it comes to HR's role in employee well-being, it's important to remember that HR should include both physical and emotional health. The following are the major obligations that HR must fulfill to protect the safety and well-being of the employees.

Ø   HR should educate and remind both employee and employer that ensuring the safe working environment is a responsibility of both parties.

Ø   Frequent consultation from outsource professionals is necessary to provide a safe working environment and a healthy workforce. In such situations, HR should function as a coordinator or rather a liaison between the employee and the consultancy to assure technicalities of health and safety compliance.

Ø     HR should also serve as a liaison between the organization's authorities and its employees, in addition to the functions. Because Human Resources oversees ensuring that employee safety concerns are addressed and heard. (Johnson, 2014).  

Ways to Create a Safe Working Environment

Paying staff a remuneration does not necessarily guarantee the best results. In every manner possible, the company should take care of its employees. Employee happiness and loyalty will improve, and productivity will increase. 

As a result, HR plays a critical role in creating safety practices as well as maintaining and improving workplace safety standards.

✔ Being Aware and Identifying workplace Hazards
✔ Implementing Workplace Safety Programs
✔ Practicing Correct Posture
✔ Reporting Unsafe Working Conditions
✔ Promoting Regular Breaks
✔ Reducing Workplace Stress
✔ Providing Proper Safety Training to Employees
✔ Using Protective Safety Equipment
✔ Easy Access to Exits in Case of Emergencies
✔ Using Mechanical Aids

Conclusion

Good companies all over the world have a safe work environment as a feature. Employees all want to know that they are safe and secure.

Safety in the workplace is a major concern. Employers should make certain that their workers work in a safe atmosphere.

The responsibility for workplace safety rests with management systems and business owners. Employers should encourage staff to follow safe procedures and use protective gear. Safety policies and activities should be encouraged.

 

 

References

HR Gazette, 2019. HR Gazette. [Online]
Available at: https://hr-gazette.com/the-role-of-hr-in-workplace-safety/
[Accessed 26 April 2022].

Johnson, C., 2014. BUSINESS 2 COMMUNITY. [Online]
Available at: https://www.business2community.com/human-resources/role-hr-maintain-safe-environment-workplace-0958858
[Accessed 26 April 2022].

Parker, S. J., 2019. HR Technologist. [Online]
Available at: https://www.hrtechnologist.com/articles/workplace-wellness/the-role-of-hr-in-your-office-safety-and-wellbeing/
[Accessed 26 April 2022].

 

Factors Affecting Recruitment and Selection

 

 

The fundamental purpose of the HR department is recruiting, and the recruitment process is the first step in ensuring the association's competitive quality and recruitment strategic advantage (Ahmed, 2021).

The relevance of appropriateness in recruiting and selection for the desired performance cannot be overstated (Islam, et al., 2010). 

Recruitment strives to attract a big pool of individuals to apply for the position, giving you a large pool of candidates to pick from, whereas selection aims to sift through this pool to discover one person who is the best fit out of all the applications (Harness, 2019)

The factors affecting recruitment and selection are organized into the internal and the external categories.

The Internal Factors

·           Size of the Organization: 

    Recruitment planning is required for the development of a firm in order to hire more personnel, which will be critical in the management of future operations.

·       Recruitment Policy: 

    It establishes the recruitment objectives and gives a framework for putting recruitment programs in place.

·      Image of the Organizations: 

        A positive market image can easily recruit competent and capable resources.

·       Image of Jobs: 

Jo    Jobs with a positive image in terms of greater salary, promotions, recognition, a pleasant     work environment, and prospects for professional advancement.

 

The External Factors

·           Demographic Factors: 

        Age, religion, educational credentials, gender, occupation, economic status, and location of potential employees are all factors to consider.

·       Labor Market: 

        The labor market regulates the demand for and supply of labor.

·       Unemployment Rate: 

        Human resource hiring will be straightforward and managed if the unemployment rate in a given location is high. When the unemployment rate is low, on the other hand, recruiting is difficult due to a lack of resources.

·       Labor Laws: 

        Labor laws reflect the market's social and political environment, which is shaped by both the federal and state governments.

·       Legal considerations: 

        These government-approved considerations will have a favorable or negative influence.

·       Competitors: 

        There is a need to examine and create the best provision when firms are competing for the most qualified resources.

Equal Opportunity: 

    It is vital to consider equal employment opportunities for the individuals. All the applicants are treated on an equal basis and consistently at every stage of recruitment (Kapur, 2018).

 

Conclusion

It is critical to ensure that the above factors are followed when recruiting. The right person for the right position at the right time is critical to an organization's success. A poor hiring decision can have a negative impact on the organization's overall performance.

 

References

Ahmed, S., 2021. Recruitment and Selection: The Relationship between Recruitment and Selection with Organizational Performance. International journal of Engineering, Business and Management (IJEBM), 5(3), p. 1.

Harness, J., 2019. Definition of Recruitment & Selection. Bizfluent .

Islam, N., Habib, M. & Pathan, R., 2010. Factors Affecting the Recruitment and Selection Process of Private Commercial Banks in Bangladesh. The Journal of Global Commerce, Volume 2, p. 1.

Kapur, R., 2018. Recruitment and Selection. ResearchGate.