This document discusses talent acquisition and retention. It emphasizes that companies need to attract and retain the right talented people. To do so, companies must offer an attractive employee value proposition. There is a scarcity of talent as demand exceeds supply, so companies need to focus on talent acquisition, development, management, and retention strategies. Specifically, the document recommends focusing on employee engagement by creating a strong workplace with clear expectations, resources, opportunities, recognition, care, and concern to develop and retain talent. It also stresses the importance of business growth in providing career opportunities to help with talent retention.

1. TALENT ACQUISITION Barkha Sharma [email_address] Asst. Manager HR

2. Talent Acquisition People are not your most valuable asset …….. The RIGHT people are

3. To attract the RIGHT people we need to offer them a unique Employee Value Proposition

4. TALENT Realities : Educated VS Talented Talent is getting scarce Demand exceeds supply Beg the talent to join, paying painful salary Loyalty is portable Hire the fire

5. THE TALENT – PARADIGM Talent Acquisition Talent Development Talent Management Talent Retention

6. THE TALENT – PARADIGM Talent Acquisition Talent Development Talent Management Talent Retention HR Planning Audits Policies Leadership Development Capability Management Organization Development Learning Performance Management Rewards & Recognitions Career Development Employee Engagement Branding

7. TALENT SOURCING Employee’s referrals Hire for the attitude – Train for the skils Campus visits Networking On the job training Captive Placement Organization

8. Scarcity of Talent, so what! Create Talent (from ZERO to HERO)

9. Retention Through Employee Engagement

10. Feeling “engaged” depends on the “strength” of the workplace not necessarily on the corporate leadership

11. The importance of feeling “ENGAGED” Companies do not retain people People decide to stay They decide to stay when they feel “engaged” “ Engaged” employees stay longer

12. THE STRENGTH OF THE WORKPLACE CLEAR EXPECTATIONS RESOURCES OPPORTUNITY RECOGNITION CARE & CONCERN Feeling “Engaged” depends on DEVELOPMENT PARTICIPATION PURPOSE QUALITY APPRAISAL LEARNING If we provide all the above, then we have built a GREATER PLACE TO WORK. Most of the above are in the hands of THE BOSS.

13. The BOSS The “Boss” is the key factor in building a strong work place. Talent retention strategy will work if we have the “Boss” in right place. “ Boss” who “nurture” and “mentor”. Creates nurturing environment for the employees to imagine, explore, pioneer, invent etc.

14. Growth is a pre-requisite Talent can be retained with business growth. New businesses provide career opportunities. Retaining talent and growing business are therefore interdependent. “ Growth” is therefore a pre-requisite.

15. Whatever can be done, will be done, And much faster than you think The question is… Whether it will be done by you or to you?

16. THANK YOU