Is your Talent management strategy focusing on all the relevant stakeholders?
How do you ensure that managers, employees, HR and senior management are equally benefited from your Talent management strategy?
Some of things which HR can work out while coming up with a talent management strategy is to identify the areas of common interest and conflicts. Based on this it can work promoting and communication the areas of common interest and work of ways to ensure a solution to possible or existing areas of conflict.
Often we end up covering the areas of conflict or disagreement which is not a good strategy in a long run. One of the typical mistakes which happen at the time of recruiting is over –promise and compromise on relevant relieving documents to be submitted at time of joining. Some times the business needs are to pressing to lead to such situations but such steps leads to future conflict areas and dissatisfied employees.
How do you ensure that managers, employees, HR and senior management are equally benefited from your Talent management strategy?
Some of things which HR can work out while coming up with a talent management strategy is to identify the areas of common interest and conflicts. Based on this it can work promoting and communication the areas of common interest and work of ways to ensure a solution to possible or existing areas of conflict.
Often we end up covering the areas of conflict or disagreement which is not a good strategy in a long run. One of the typical mistakes which happen at the time of recruiting is over –promise and compromise on relevant relieving documents to be submitted at time of joining. Some times the business needs are to pressing to lead to such situations but such steps leads to future conflict areas and dissatisfied employees.
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