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Best practices for talent war ( how can we retain and attract best talent)
Dear all i am looking for some best practices in market by which we can attract and retain best talent. can you please share some of your best practices regards ankur siemens.
Submission of original documents
We are a start up company and building our team.the top management in my organization is insisting on submission of original certificates of all the new joiners. the philosophy behind such decision is to retain the employees and control attrition.for me its great ambiguity as i believe that it would be difficult to attract the talent and retain it with such outmoded policies. i am already struggling for welfare of existing employees and attracting new talent from recruitment market as they perceive this policy illegitimate and unreasonable. please suggest me the way out so that i am able to recruit good employees and convince the management as well.please let me know if labor law has any provisions for/against this practice. regards. dinesh
How to identify the top talent?
Dear all good afternoon i am working as a hr consultant and request your views on the following point. "how can we identify the top talent in the whole organization?" or "what could be the different ways/paths/methods of identifying the top talent in the whole organization?" through brainstorming we felt that competency mapping may be one of the way to moving ahead. but personally i am not sure of how to go further with this method. hoping that my issue will be resolved with your valuable views. awaiting for your responses. thanks in advance warm regards sravani.
Why corporations are losing the war for talent
Here s a view to 'why corporations are losing the war for talent?' do you agree that the premium talent comes from entrepreneurs who have been involved with innovation and business supremacy ? tell us how do you see the talent evolving from the current startup based environment. why corporations are losing the war for talent? about a decade ago a book that drew a great deal of attention was the war for talent written by three consultants with the prominent firm mckinsey & company. the war for talent was a manifesto for the belief that the smartest organizations are the ones with the smartest individuals. according to the authors the best companies were those who relentlessly pursued the very best talent. until recently this recruiting strategy seemed to work. by putting a premium on degrees from the toptier business schools investing heavily in the individual development of their star performers and making sure that their top talent was handsomely compensated the war for talent was a game played almost exclusively among an elite group of corporations. after all for many years the path to business success was via the corporate ladder.
Talent identification and management
Talent identification and management consists of the ways by which an organization attracts recruits retains identifies and develops talent. there are four steps in this process: 1.assessing talent pool needs: during this step the capabilities of current members of the organization has to be assessed and the future and current capabilities needed is gauged. the gap between the two if any is the new talent that is required. 2.spot talent: individuals with leadership and/or management potential have to be identified as well as subject matter experts smes and key knowledge holders. 3.develop talent: plans for developing talent within the organization either existing or acquired must be established in order to prepare for future needs. as well opportunities for job rotation should be identified in order to expose talent to new experiences. 4.retain talent: once a talent base has been created it needs to be retained. in order to do so recognition plans and reward schemes can be put into place. regards raj
Stay interviews a proactive step to retain high performing talent
Hello hr skippers please find attached a very interesting et article on stay interviews a proactive step to retain high performing talent.