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Talent Trending

Some ways have been identified to develop any organization as a true magnet for the best of talent recruitment. One such method is to have a detailed mapping of the employee experience once at the firm, including onboarding, growth, development and relationships forged. Before seeking to do fresh recruitment, a solid team has to be built initially with reliable personnel from different fields such as sales, finance, IT, facilities, operations and marketing. A certain vision needs to emanate around which the corporate culture is to be forged. The employee will work around that value system. Constant learning needs to be encouraged. This could be through formal management training sessions, or collaborative assignments. One needs to adapt as per changing industry norms. Constant evaluation needs to take place. Quantifiable measures must exist against which present performances may get benchmarked.

Source:https://fxdailyreport.com/ways-build-organization-talent-magnet/

Uploaded Date:10 July 2017

 

Human stress or resilience to it has been built over the ages from pre-civilizational periods. A lot of our instincts today both in personal lives as well as at the workplace derive from that period. At times, when people get emotionally hijacked, no reason or rationality can pierce it and they become defensive. That is why there exists a need to instill emotional intelligence competencies among people, often through formal corporate training sessions at firms. More than three hundred billion US dollars are lost every year and about one hundred and twenty thousand deaths likewise through this lack of emotional stability. One needs to identify the triggers that cause such stress. There could be some physical symptoms or even psychological ones. Different people develop various coping mechanisms. Common sources of stress include work, family, finances, illness, loneliness, uncertainty or poor work-life balance. Humans suffer from a fundamental attribution error where we tend to judge others on the basis of their actions but ourselves on intent. People must introspect keeping a few questions in mind such as what makes the person angry, when they become overwhelmed, when taken offence, what is found as rude, moments of irritation or what are the wishes.

Source:https://hbr.org/2017/06/handle-your-stress-better-by-knowing-what-causes-it?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+harvardbusiness+%28HBR.org%29

Uploaded Date:10 July 2017

Corporate or academic trainers are often posed this question on how to improve motivational levels of the people concerned. Countless corporate training sessions get held, yet to little avail. That is because motivation on its own rarely works. One needs to delve deeper into what are the reasons for it not working. In fact several times there are genuinely engaged employees, who simply shun the sessions. This could be due to the approach. A lot of trainers make the mistake of assuming external rewards and thus try to motivate the subjects using tension or pressure as a model. At Wells Fargo for example, a lot of motivational sessions bombed because of the culture of pressure that was created, leading to unethical behavioral practices adopted. Instead of seeking competence, one must question the daily learning outcomes for beneficial workplace culture creation.

Source:https://www.forbes.com/sites/kevinkruse/2017/07/03/motivation-doesnt-work-heres-what-does/#1650372a4fb8

Uploaded Date:07July2017

The top five challenges for the members of the C-Suite in the field of talent have been identified. The first of them is a lack of diversity besetting several workplaces. Another is succession planning with the leadership pipeline lying vacant thanks to the retirement of several baby boomers and the lack of credible replacements from the Generation X or Millennial generations. While talent at the middle and entry levels may be relatively flat, there remains immense competition for talent recruitment among several companies for the very best in the field. There is also huge disparity between the talent available and the kind of skills that will be in demand in the future. There remains an unfulfilled requirement for people with digital expertise for organization to remain future proof.

Source:https://www.forbes.com/sites/forbeshumanresourcescouncil/2017/07/03/the-five-top-talent-challenges-of-todays-c-level-executives/#6c045265f185

Uploaded Date:07July2017

 

Researches across the US are pointing out to the growing incidences of burnout at work. The General Social Survey for example has brought out that in contrast to two decades back, the percentage of such reporting has doubled. About half the workforce claims to be exhausted. A lot of this tiredness can be attributed to loneliness as an added vice. Another study conducted by the University of California states that loneliness reduces longevity by a staggering seventy percent, which is greater than all other commonly heard habits such as drinking, obesity or smoking. Marketing research firm Gallup in partnership with the Smith School of Business at Queen’s University has found out that this loneliness has led to a 37% increase in absenteeism, 49% more accidents, 16% reduction in profitability and a whopping 65% lower share price. Companies have devised some strategies to counter this ailment. One such strategy is to create a workplace that promotes inclusion and empathy. Another is to stimulate employees across the organization to forge strong developmental networks. Any collective success at the firm needs to be celebrated involving the entire team.

Source:https://hbr.org/2017/06/burnout-at-work-isnt-just-about-exhaustion-its-also-about-loneliness?referral=00563&cm_mmc=email-_-newsletter-_-daily_alert-_-alert_date&utm_source=newsletter_daily_alert&utm_medium=email&utm_campaign=alert_date&spMailingID=17564058&spUserID=OTY0OTMwNTk5NwS2&spJobID=1042302321&spReportId=MTA0MjMwMjMyMQS2

Uploaded Date:07/07/2017

Like every other aspect of business, human resource management too is facing the consequences of digitization. On the one hand, HR is trying hard to integrate digital applications to its processes, but on the other a lot of such suites leave a lot to be desired. HR professionals get stumped by some such solutions, leading to a tarnishing of image away from its actual role as a business enabler. HR needs to follow some basic principles in order to utilize digitization for talent management which itself is a combination of recruitment, development and retention.  HR leaders must think holistically for the benefit of the business and not for the department to shine out. A lot of digital solutions promise simplicity, yet they end up complicating the processes further. So HR staff must not get dazzled by the new technology alone but look at its applicability. The ultimate litmus test is the employee experience that needs to get enhanced. For this to work, the baseline people processes must work properly. A resilient talent system must be built and further nurtured on. The employees’ experience needs to be understood, managed and further improved.

Source:http://www.hrmasia.com/content/talent-management-digital-age

Uploaded Date:05/07/2017

Managing the star performers is possibly the litmus test of talent management for managers. Stars have their own egos and associated quirks. The person must be properly engaged but not overburdened to be non-creative. While positive feedback needs to be delivered, it must not sound excessively reverential. The management training programmes ought to be designed in a manner that the person concerned gets challenged periodically to show his/her innovative abilities. This however, must not be at the cost of developing the next level of performers. These stars must be accorded due autonomy at work. The team leader needs to take care of the group dynamics involved so as not to alienate the others. It must never appear that the star is getting pandered to solely due to his/her productivity. Instead a sense of relationship must be forged with the person concerned. Another important trick is to encourage the star to proactively develop relationships with others in the team.

Source:https://hbr.org/2017/06/how-to-manage-your-star-employee?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+harvardbusiness+%28HBR.org%29

Uploaded Date:05/07/2017

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