View Poll Results: Do you think HR is considered as a productive wok in your organization
Yes, surely 157 72.02%
To some extent 36 16.51%
Not much 20 9.17%
Not at all 5 2.29%
Voters: 218. You may not vote on this poll

Dear all HR managers from various sectors in India
I wish to know you valuable views and opinions on some points regarding HR branding and talent management. Thus I request you to please respond to the few questions below. It would be nice if you could give you names and names of your organizations in the response. However it is not compulsory.
Can I please have your replies ?
Q.1 : How do you create HR brand for your company ? What all efforts your take for that ? ( descriptive answer expected)
Q2: Is this work appreciated , supported , controlled by top management?
No/ Yes / not much supported
Q3: Do you think HR branding helps in attracting and retaining good employees? Yes / NO/ Sometimes
Q4: How will you define or identify talented employees out of all ? ( descriptive answer expected.)
Your name :
Company's Name :
Thanks
Prasanna Shembekar
Asst Professor, HR
Centre Point College , Nagpur
cell: 9423565101
17th February 2012 From India, Nagpur

Shembekarps
India, Nagpur
Recruitments In Engineering & It Sectors,
Ahuu
India, Ernakulam
Mirza
Saudi Arabia, Jiddah
Regional Hr Head
+4 Others

1. You should have good HR policy of your company to build a good HR brand. Compensatio and benefits will play mojor role . HR should have employee counselling concept in their periodical surveys as as assessment to know about employee satisfaction. Employee satisfaction survey form can be introducd in your organisation and on halfyearly basis survey can be conducted slection 50 - 60 % of total emoployees and satisfaction level studied. This will help you to build strog HR brand . Exit interviews of employees should be a regular practice and the feed back received will help you suggest changes in the organisation culture. In employee satisfaction survey you can cross question employee on various issues and derive at certain conclusion and apprise top management accordingly.

You have small get together during birthday celebration of your employees. A common birth day wish letter pre- signed by Senior of the comapny and a small momento giving system can be introduced which will benefti to you in your motivational exercises. Sending birth day greetings

to home addrss for the children of the employee can also be thought of .

During the death of the employee or family member HR team should visit the house of the emplyee and express condolences.

Yearly get-together with sports and cultural events for employee and childrens with family are to be organisaed through administration section. This will help a lot.

Disciplines about organisational culture, attendance, work behaviour attitudes, promptness in handling criticals issues are few other aspects on which control is essential to build good HR brand.

2. Any work which is good may not be appreciated by top management but it is the employee satisfaction which will make top management about your efforts.

3. Definitely.

4. End result of productive nature and organisational growth oriented in a employee are to be identified to categorise him as talented.

My name: S. Gaonkar 09921321222
18th February 2012 From India, Pune
Hi Prasanna,
Q.1 : How do you create HR brand for your company ? What all efforts your take for that ? ( descriptive answer expected)
I feel the Employees of an organization are the key players in creating a Brand with their advocacy and loyalty and this may happen only when you engage them and give importance to work life balance..... i am sure these two things cover the rest of all other HR initiatives (Policies, compensation, Job satisfaction, R&R etc)
Q2: Is this work appreciated , supported , controlled by top management?
Yes, Management is very much interested and supportive
Q3: Do you think HR branding helps in attracting and retaining good employees? Yes / NO/ Sometimes
Yes, pretty much
Q4: How will you define or identify talented employees out of all ? ( descriptive answer expected.)
Outstanding - Consistently role models this behavior. Demonstrates well-developed capability in applying this area to get outstanding results.
19th February 2012 From Saudi Arabia, Jiddah
REASONS LEADING TO PUT FAKE EXPERIENCE

i would like to tell some scenarios there are many candidates who worked years in companies and when they want to relieve from the company will not relieve and will not give experience letters? what about them?

2)in x company i quarreled with the manager thats manger mistake and after some days with out notice he send out from the company?then i can not move to courts i dont have such money to do all the stuff

3)the companies takes me by telling development project and they kept me in support?

3)the companies takes me by telling 6 months training bu they give direct work?

3)the companies takes me by telling u have to stay 8 hrs they will pu pressure by to stay 12 hrs?

4)the company takes me for x technology which i am interested but they will move to other then?

5)bank statement why should i give my personnel property to company?

6)some companies fire in recission so how can i fill the gap?

7)the company wants me to join in nly 15 days but my notice period is 3 months then?

8)what if my previous company closed because lack of projects

9)what if my previous has doing business for giving fake experience with taking huge money

like this there are 1000s of problem from candidate perceptive who will answer these all

the govt has to follow some standards to do all and if company takes a candidate weather he is fake or genuine they need to keep as promises made and if they want to do any verificaton they have to dobefore offerletter release?

there should also list of blacklisting companies if they torture employees in NAASCOM
20th February 2012 From India, Hyderabad
Hi Prasanna,

Q.1 : How do you create HR brand for your company ? What all efforts your take for that ? ( descriptive answer expected)

For creating HR brand in the company, wherein HR refers to Human Resource the basic initiatives on handling, retaining and binding the employees in a team need to be done that includes - Framing of HR Policies, Procedures, Forms and Formats. Regular counseling sessions need to be given to them and even training to enhance their skills and competencies need to be introduced as when employees would satisfied in the company then only they will work freely and with will.

Q2: Is this work appreciated , supported , controlled by top management?

Surely now a days every company is interested in supporting the HR department as they want people to be retained within the organization.

Q3: Do you think HR branding helps in attracting and retaining good employees? Yes / NO/ Sometimes

Yes, it does help as HR people are able to judge the candidates pretty well in comparison to Non-HR people.

Q4: How will you define or identify talented employees out of all ? ( descriptive answer expected.)

In order to call any employee talented it is imperative to judge him in all areas and from all angles. This observation is not a one time activity whereas entire year performance, behavior with colleagues.
20th February 2012 From India, Delhi
Hi Prasanna,

Q.1 : How do you create HR brand for your company ? What all efforts your take for that ? ( descriptive answer expected)

The brand building is based on pillars of the department being sensitive,reasonable, proactive,quick and courteous in addressing all issues pertaining to employees or other departments .

Q2: Is this work appreciated , supported , controlled by top management?

No/ Yes / not much supported

As per my personal experience, this approach gets appreciation from all quarters in due course of time.

Q3: Do you think HR branding helps in attracting and retaining good employees? Yes / NO/ Sometimes

My reply is an emphatic yes.

Q4: How will you define or identify talented employees out of all ? ( descriptive answer expected.)

Talented employees are those who outperform others with regard to the quality of work and show interest in other related areas of work. Their conduct is conducive to the creation of a positive work culture in the organisation.

S.K.Johri

09335251438
24th February 2012 From India, Delhi
Thanks to all the respected HR authorities. Mr. Gaokar,Mr. Mirza Beg, Ms. Rashmi Malhotra, mymed and Mr S.K.Johri. Thanks to all for giving very valuable opinions. I am making an humble effort to do some research work on HR branding and Talent management. Your viewpoints will be very much helpful to me. I also thank all who have contributed to the poll.
Cite HR is really a forum of thoughts and creativity and knowledge sharing. I thanks Cite HR administrators,too.
Regards,
Prasanna Shembekar
09423565101
5th March 2012 From India, Nagpur
good evening sir, my name is ahammed nw im pursuing mba 4th semester my topic is talent identification and management ,urgently i need a questionaire on my topic i had to be submit on saturday. so im attaching questionaire which i form myself sir plz go through that, questionnaire should be on the bases of manufacture unit
21st February 2013 From India, Ernakulam
Attached Files
Registration required. Create all access/no charge Cite.Co account first.
File Type: docx TALENT IDENTIFICATION AND MANAGEMENT questionaire.docx (25.3 KB, 244 views)
Dear Ahemed
Find the questionnaire attached here .
Prasanna Shembekar
Sr Faculty
Octave Business School, Nagpur
OCTAVE Business School | Powered by Knowledge and Process
23rd February 2013 From India, Nagpur
Attached Files
Registration required. Create all access/no charge Cite.Co account first.
File Type: docx TALENT IDENTIFICATION AND MANAGEMENT questionaire rev 1.docx (22.2 KB, 218 views)
 

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