MANAGING in the

NEW WORLD

There is a Rule of Thirds that exists in photography which mentally divides the photo frame into three parts, each of which must have some interesting story to tell. Similarly, a Rule of Thirds exists in management, where each team comprises of three kinds of professionals. There is the Excited Third which is always ready to pounce on to any business Innovation and get it started. Then there is the Thoughtful Third which is keen to implement changes yet, needs some more convincing. Finally there is the Skeptical Third which will key doubting and will not be convinced of the initiatives until they themselves see the changes occurring. As part of the talent management portfolio, any firm must understand that all three kinds of professionals will be part of the teams, and each has its own way of handling.

Top branded organizations such as Google, Apple and Nike do not need to make much effort in order to get the best out of talent recruitment. The best ones available usually want to associate themselves with such brands. In fact, due to their brand names, the aspirants rarely if ever haggle over payments as money is seen secondary to the pride and prestige associating with these companies brings them. Beyond such seemingly frivolous values, lie more tangible ones such as job security and career growth. In fact these names on any individual’s CV give a clear signal about their quality levels as without the same these firms would not recruit them. These firms can also provide professionals with varying levels of opportunities and experiences. In the long run, salary too improves with good work.

A leading business consulting publication has identified reasons why social media is an important tool for the purpose of recruitments. It is actually the best way to reach job aspirants. LinkedIn now has 400 million users which is a clear indication of the cultural shift from which the field of recruitments can shy away from. Job candidates are also much more likely to show their real selves on social media rather than during a formal interview and thus this is the best tool to gauge transparency. Referrals could be relied upon to attract good employees, however it is proving to be a less consistent source now and thus social media is the way forward. 

Two major reasons exist which explain why the majority of people struggle at creativity. The first is that they have not had the opportunity to seek creativity in their education. Secondly, they aren’t able to harness group dynamics. While the first may be beyond rectification after a certain level, the second can certainly be worked upon by talent management teams within organizations. However, Alex Osborne’s ideas which bore fruit during the 19050s are not proving very successful now. Instead firms are trying out the divergence- convergence theory. As per this, initially lots of ideas are thrown in by individual members which differ from one another, but slowly and steadily the list is narrowed down until there is complete convergence within the group. This process best tracks the divergence within the group yet brings out the best ideas to conformity. 

During the heady days of the dot com boom, there used to be a term known as ‘employer of choice’, implying an organization which attracted best talent. Yet those were remarkable days of extremely low unemployment, quite different from the more stable present world. In order to excel at talent recruiting, firms no longer need to dole out ridiculous perks, yet they must outperform their rivals in various ways. Company performance matters as all employees wish to associate with winners and successful firms rather than those which aren’t. In case the company can’t offer anything remarkable, the firm will simply have to settle for what’s best on offer.

Creativity is a gift which is highly valued and people with such abilities tend to see themselves as different from the crowd. They believe in a false sense of entitlement and this leads them to being ultra aggressive with desiring of material benefits. While thinking outside the box is highly regarded in organizations, creative people can also hurt company’s integrity. Appleis one organization which highly regards its employees who come up with business innovation, yet it once saw internal stealing due to this sense of entitlement. An experiment among MBA students also proved this point where students who displayed creative elements tended to lose out on integrity as opposed to less imaginative thinkers. Every organization must make clear distinction between creativity and crossing the line. Also creativity must not be seen as a special ability but something the entire team must work towards.

An internal study conducted by ADP, made the firm realize that a significant chunk of their employees were working remotely from home. In fact business research conducted by Staples Inc. revealed that nearly three-fourths of aspirants indicated that joining the firm would partly depend on work from home flexibility options. Such revelations have pushed organizations to develop more telecommuting friendly work practices. This also has benefits for respective firms. Due to spiraling costs of real estate, greater number of employees working from home enables reduction of office space cost. It also helps get the best out of creative personalities and thus aiding talent management. A lot of time that is spent of commuting gets saved. Parexel International Corp. is another such firm that has developed an intranet which company employees only can use from any location enabling a virtually connected workforce. This even helps in time sharing as different employee groups can work across separate time zones.

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