Views & Reviews
Right candidate for the right
job. One important aspect of hiring is in defining the job
responsibilities of the new-hire.
- Do the hiring managers give
adequate details on the job requirement?
- Are the line managers involved in
the short-listing and interview process.
- Are the job-descriptions consistent
and available to all people in the hiring process.
Without well defined job-descriptions
that are available to all people in the recruitment process, it may be
difficult to identify the right candidates. Most attrition happens
because we try to fit a round peg in a square hole.
Offboarding. "No
one utilizes my capability & capacity for work",
said one employee in an exit interview. In organizations where no
process exists to manage Offboarding, there may be many such unnoticed
employee separations.
HR Strategy. Most
management teams are focused on increasing revenues & profits.
While it is true that most organizations exist primarily for financial
growth, it is important to realize that this growth is not sustainable
without keeping a unified and integrated HR strategy in mind.
Tracking achievements.
Employees are hired based on their past experience and track-record and
it is assumed that they will do well in the new job. However, actual
performance is a true test of their capabilities.
If you can't assign goals and track
achievements periodically, how do you differentiate between the
performers and non-performers - and reward them appropriately? This may
frustrate talented employees and they may look elsewhere - where they
are appreciated more.
Planning Growth. Without
capabilities to assign and track goals, managers cannot look at the
performance of their reportees objectively.
- Employees cannot be counseled
regularly and effectively.
- Performance evaluation tends to be
subjective with primary aim being completion of the performance
appraisal process.
- Development needs cannot be
identified at line-manager level.
- It is difficult to launch schemes
that recognize performers - such as Pay for Performance
- Training is not effective and does
not map to required development needs.
In such a scenario, how do you plan
the growth of high potential employees?
Our experience indicates that over a
period of time those employees quit, who are not recognized adequately
yet have the maximum capability to deliver. They perceive that their
current organization can not offer them the challenges, growth
& recognition matching with their career ambitions.
High performers leave because
their aspirations for growth and recognition cannot be managed
effectively.
EmpXtrack is a comprehensive product
that can help you in identifying talented employees, managing their
career and growth and consequently arresting attrition. For information
on how we can help you visit: http://www.empxtrack.com
or Click here
to get in touch with us.
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