HR Managers in India: How Do You Approach HR Branding and Talent Management?

Dear all HR managers from various sectors in India, I wish to know your 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 your names and the names of your organizations in the response. However, it is not compulsory. Can I please have your replies?

Q1: How do you create an HR brand for your company?
What efforts do you take for that? (Descriptive answer expected)

Q2: Is this work appreciated, supported, or 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
[Phone Number Removed For Privacy Reasons]

Building a Strong HR Brand

You should have a good HR policy in your company to build a strong HR brand. Compensation and benefits will play a major role. HR should include employee counseling concepts in their periodic surveys to assess employee satisfaction. Introducing an employee satisfaction survey form in your organization and conducting surveys on a half-yearly basis with the selection of 50-60% of total employees can help in studying satisfaction levels. This will aid in building a strong HR brand. Regular practice of exit interviews with employees is essential, and the feedback received can suggest changes in organizational culture. In the employee satisfaction survey, cross-questioning employees on various issues can lead to certain conclusions to be shared with top management accordingly.

You can have small get-togethers during birthday celebrations of your employees. Introducing a common birthday wish letter pre-signed by a senior company official and a small memento-giving system can benefit your motivational exercises. Sending birthday greetings to home addresses for employees' children can also be considered.

During the death of an employee or family member, the HR team should visit the employee's house to express condolences.

Yearly get-togethers with sports and cultural events for employees and their families should be organized through the administration section. This initiative will be highly beneficial.

Discipline regarding organizational culture, attendance, work behavior attitudes, and promptness in handling critical issues are a few other essential aspects on which control is necessary for building a strong HR brand.

Appreciation and Employee Satisfaction

Any work that is good may not be appreciated by top management, but employee satisfaction will highlight your efforts to the top management.

Identifying Talented Employees

The end result of a productive nature and organizational growth orientation in an employee should be identified to categorize them as talented.

Regards,
[Name Removed For Privacy Reasons]
[Phone Number Removed For Privacy Reasons]

How do you create an HR brand for your company? What efforts do you take for that? (Descriptive answer expected) I believe that the employees of an organization are the key players in creating a brand with their advocacy and loyalty. This can only happen 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).

Is this work appreciated, supported, and controlled by top management?

Yes, management is very much interested and supportive.

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

Yes, pretty much.

How will you define or identify talented employees out of all? (Descriptive answer expected)

Outstanding employees consistently role model behavior and demonstrate well-developed capabilities in applying their skills to achieve outstanding results.

Creating an HR Brand for Your Company

For creating an HR brand in the company, where HR refers to Human Resources, the basic initiatives on handling, retaining, and binding the employees in a team need to be done. This includes framing HR policies, procedures, forms, and formats. Regular counseling sessions need to be provided to them, and even training to enhance their skills and competencies should be introduced. When employees are satisfied in the company, only then will they work freely and willingly.

Support from Top Management

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

HR Branding's Role in Attracting and Retaining Employees

Yes, it does help as HR professionals are usually able to judge candidates better compared to non-HR individuals.

Identifying Talented Employees

In order to label any employee as talented, it is imperative to assess them in all areas and from all angles. This observation is not a one-time activity but involves evaluating their performance and behavior with colleagues throughout the year.

Regards

Q1: How do you create an HR brand for your company? What efforts do you take for that? (Descriptive answer expected)

The brand building is based on the 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, or 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 organization.

Regards,
S.K. Johri
[Phone Number Removed For Privacy Reasons]

Thank you to all the respected HR authorities: Mr. Gaokar, Mr. Mirza Beg, Ms. Rashmi Malhotra, mymed, and Mr. S.K. Johri. Your valuable opinions are greatly appreciated. I am making a humble effort to conduct research on HR branding and talent management. Your viewpoints will be very helpful to me. I also thank everyone who has contributed to the poll.

Cite HR is truly a forum for thoughts, creativity, and knowledge sharing. I also express my gratitude to the Cite HR administrators.

Regards,
Prasanna Shembekar
[Phone Number Removed For Privacy Reasons]

Acknowledgment and Request for Assistance

Thanks to all the respected HR authorities - Mr. Gaokar, Mr. Mirza Beg, Ms. Rashmi Malhotra, mymed, and Mr. S.K. Johri. Thank you all for providing valuable opinions. I am making a humble effort to conduct research on HR branding and talent management. Your viewpoints will be very helpful to me. I also appreciate all who have contributed to the poll. Cite HR is truly a forum of thoughts, creativity, and knowledge sharing. I thank Cite HR administrators as well.

Regards,
Prasanna Shembekar
[Phone Number Removed For Privacy Reasons]

Good evening, sir. My name is Ahammed, and I am currently pursuing my MBA in the 4th semester. My topic is talent identification and management. I urgently need a questionnaire on my topic to be submitted by Saturday. I have attached a questionnaire that I have created myself. Sir, please review it. The questionnaire should be based on a manufacturing unit.

Dear Ahmed, Find the questionnaire attached here. Regards, Prasanna Shembekar Sr. Faculty Octave Business School, Nagpur OCTAVE Business School | Powered by Knowledge and Process