Most of the articles on talent management speak about ways to improve your talent management strategies, talent management importance, and its strategies. There are a lot of topics which you find it hard to lay your hands on.
Type talent management articles in your google search bar and you will find 70,40,000 results in less than a second. But none covering talent management snags. Some of such topics are what many corporations fail at. We have tried marking them up for you. A few subjects worth mentioning in talent management articles but aren’t are:
Dress code: Everybody knows how to dress up for work. Yet nobody knows how to do it right. Often the instructions are lost in words as nobody likes to pinpoint anyone about how to dress formally. Often distributing office brochures in the onboarding process can be a great game-changer. You lay down the rules for formal dresses, the type of wear, and the color combination to go with. Other important points can be about tattoo, piercing, and jewelry. To implement uniformity, some organizations resort to proper uniforms with the kind of wear they want inside workspace- casual, semi-formal, or formal. Though in some organizations it could be a total disaster, while for others it totally works out like in retail. Think about what your organizational objectives are and the dress code that will go with it.
Office romance: Another important aspect most organizations are ignorant as to how to take care of. Some organizations promote it to give themselves a boost in employee engagement while others try to stop it by making employees sign clauses for no relationships. According to Wall Street Journal, Facebook has implemented a dating policy to steer clear of any office romance by allowing employees to ask each other out but only once. Often, there is the casualty of an office romance resulting into a sexual allegation case damaging the organizational reputation. No practice is good or bad in such a scenario. As a talent management practitioner, implement what suits your company’s culture and values and not let office romances develop into talent management snags.
Work martyrs: Some employees subscribe to the feeling of work martyrdom while others don’t. Some push it to their limits to show how dedicated they are to their work often failing miserably at a work-life balance. It’s a myth with 38% of the employees and bosses clearly have an idea about this. Moreover, it puts an additional burden on employees who like to have fixed timings of arrival and leaving to and fro from office. It never helps the employees who are trying to rake in appraisals, promotions, or increment through defining themselves as work martyrs. With no overtime salary being paid, it is also against the legal compliances. Most managers fail to recognize how to deal with employees working overtime. There could be pamphlets or emails mentioning your organization doesn’t support over time and deadlines are to be met on time.
https://goo.gl/Ni2mFe
From India, undefined
Type talent management articles in your google search bar and you will find 70,40,000 results in less than a second. But none covering talent management snags. Some of such topics are what many corporations fail at. We have tried marking them up for you. A few subjects worth mentioning in talent management articles but aren’t are:
Dress code: Everybody knows how to dress up for work. Yet nobody knows how to do it right. Often the instructions are lost in words as nobody likes to pinpoint anyone about how to dress formally. Often distributing office brochures in the onboarding process can be a great game-changer. You lay down the rules for formal dresses, the type of wear, and the color combination to go with. Other important points can be about tattoo, piercing, and jewelry. To implement uniformity, some organizations resort to proper uniforms with the kind of wear they want inside workspace- casual, semi-formal, or formal. Though in some organizations it could be a total disaster, while for others it totally works out like in retail. Think about what your organizational objectives are and the dress code that will go with it.
Office romance: Another important aspect most organizations are ignorant as to how to take care of. Some organizations promote it to give themselves a boost in employee engagement while others try to stop it by making employees sign clauses for no relationships. According to Wall Street Journal, Facebook has implemented a dating policy to steer clear of any office romance by allowing employees to ask each other out but only once. Often, there is the casualty of an office romance resulting into a sexual allegation case damaging the organizational reputation. No practice is good or bad in such a scenario. As a talent management practitioner, implement what suits your company’s culture and values and not let office romances develop into talent management snags.
Work martyrs: Some employees subscribe to the feeling of work martyrdom while others don’t. Some push it to their limits to show how dedicated they are to their work often failing miserably at a work-life balance. It’s a myth with 38% of the employees and bosses clearly have an idea about this. Moreover, it puts an additional burden on employees who like to have fixed timings of arrival and leaving to and fro from office. It never helps the employees who are trying to rake in appraisals, promotions, or increment through defining themselves as work martyrs. With no overtime salary being paid, it is also against the legal compliances. Most managers fail to recognize how to deal with employees working overtime. There could be pamphlets or emails mentioning your organization doesn’t support over time and deadlines are to be met on time.
https://goo.gl/Ni2mFe
From India, undefined
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Talent Management Emerges as Top European HR Challenge.doc
ARTICLE ON TALENT MANAGEMENT.pdf