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Talent acquisition  retention(nsb)by m l chakraborty
 

Talent acquisition retention(nsb)by m l chakraborty

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  • DEL-ZXE332 (DalmiaPoI)-20040416-(JR)-6
  • DEL-ZXE332 (DalmiaPoI)-20040416-(JR)-6

Talent acquisition  retention(nsb)by m l chakraborty Talent acquisition retention(nsb)by m l chakraborty Presentation Transcript

  • Talent Acquisition & Retention March 14, 2008 M L Chakraborty, Sr GM-HR Dalmia Cement(Bharat) Limited
  • Talent Acquisition & Retention – Business Challenge Acquisition Economic Growth/ Business Growth Attrition Retention
    • Activity Disruption
    • Customer/ Business loss
    • Acquisition Time & Cost
    • Replacement Difficulty
    • Developmental efforts
    • Attrition in one level may trigger
    • attrition in another levels as well.
    • Human Resources are the only source of long term competitive advantage to the Business.
    • This Business Challenge offers opportunity to improve organization's internal capability.
    • Challenge needs to be met with a long term perspective.
  • Talent Acquisition – Retention Axis
    • Employer of Choice : Choice of place to work by Employees
    • Employer Branding: Thought, Emotion
    Ability to attract Top Talent is greatly dependant on the skill to integrate them into organization's core constituency Employer Branding Vision Culture Image
  • Talent Acquisition – Retention Axis
    • Employer of Choice
    • Employer Branding
    • Joyful Performance Culture : Joy & Satisfaction in Work, Joy of Creation, Joy of Customer Delight
    • Employee Engagement: Say, Stay & Strive
  • Employee Engagement Framework Company Practices
    • Policies
    • Performance Appraisal
    • Communication
    Compensation
    • Pay
    • Benefits
    People
    • Culture
    • Senior Leadership
    • Immediate Manager
    • Co-workers
    • Image
    Opportunities Quality of Life
    • Work-Life Balance
    • Work Environment
    Engagement
    • Work Tasks
    • Resources
    Work
    • Opportunities
    • Recognition
    • Training
    Six factors that inspire Employee Engagement
  • Talent Acquisition – Retention Axis
    • Employer of Choice
    • Employer Branding
    • IT Savvy Organization
    • Joyful Work Culture : Joy & Satisfaction in Work, Joy of Creation, Joy of Service
    • Employee Engagement: Say, Stay & Strive
    • Employee Development: People are the only resource that follow Law of Increasing Returns
    • Communication : Are we talking enough?
    • Performance & Potential Appraisal
    • Proactive Market Driven Compensation & Benefits
    • Organizational Growth
  • Core Components of Talent Acquisition Strategies Existing Talent Inventory Talent Requirement to Support Future Growth Measure the Gap Specific Strategy Implementation to bridge the Gap Identify Talent Retention Issues & Implement Action Steps to resolve those Step I Step II Step III Step IV Step V
  • Specific Talent Acquisition Strategies
    • Segmentation of Talent
    • Locate Talent sources . Internal research data, head hunters
    • Social networking Impact
    • Engage Leadership Team in hiring process for Top Level Positions
    • Establish psychological contract
    • Leadership Talent brought in, encourages others to join the organization
    • Internal referral. Referral Bonus Plan
    • Keeping non-employee groups engaged: Contractors, Interns, Alumni, Retirees :Preserve affiliation factor, encourage rehires
    • Establish a talent Standard… sharp difference between poor; average and excellent performance is
    • creating a benchmark for evaluation and promotion.
    • Talent Retention to be built in the KRA of executives
  • Thank You