The Strategies For Effective Management

Talent management strategies are 'not etched in stone' and vary with every company and role. The organization and its HR function must mould their modus operandi according to both, also exploring new ways and shedding archaic "we have always done it this way" processes.

With a lot of terms turning up the heat these days, the atmosphere for HR has become hot. Exclusive domains like succession planning, leadership requirements, HRIS analysis, employee assistance planning etc. are gaining prominence in the light of the employer-employee relationship dynamics. The employees on their part, are more demanding, and, want to comprehend as to what their employer can do for them, their career progression, and, the roadmap ahead, to them as well as their company.

Clarity on the road map

Therefore, it is important for the organization, and HR- the face of the company for the employees, to be prepared with clear strategies for the employees as well, and, not merely for the top leadership. When a newcomer joins the company, the induction process apart from working as a prelude to his future work path, should provide clarity on the structure, and, the anticipated future growth. Companies and employees both invest time, effort and capital into developing talent and loyalty, and, this should be further augmented through a process of continuous learning. This is indeed crucial, and, if an employee exits the company after acquiring these skills, he functions as the brand ambassador for the organization, and, enhances the soft image in the minds of future recruits.