Recruitment and Retention of Talents
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The document discusses strategies for recruiting and retaining talent. It emphasizes the importance of having an efficient and fair recruitment process that produces suitable candidates through various methods like job advertisements, agencies, career fairs, and internships. For retention, the document stresses building a positive culture through values, engagement, communication, and career development opportunities. It also highlights the importance of performance management, learning and development, and recognition to keep employees satisfied, committed and productive long-term.
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Recruitment and Retention of Talents
- 1. Copyright © 2016 Forte Global. All Rights Reserved. RECRUITING & RETAINING TALENTS SANDY AUNG
- 2. Agenda 1. Introduction 2. Recruitment Process CV မ်ားမွ တစ္ဆင့္ အလုပ္ေလွ်ာက္သူမ်ားကို ပိုမို နားလည္ျခင္းႏွင့္ ေရြးခ်ယ္ျခင္း 3. Retention & Challenges ဝန္ထမ္းေကာင္းမ်ားကို ေျမေတာင္ ေျမွာက္ျပီး အေျပာင္းအလဲမ်ားျခင္းကို ေလ်ာ့ခ်ရန္ နည္းလမ္းေကာင္းမ်ား အသံုးျပဳျခင္း
- 3. 1,300 + professionals have learnt with us! ♂ ♂ ♂ ♂ ♂ ♂ ♂ ♂♂ ♂ ♂ ♂ ♂ ♂ ♂ ♂ The trusted centre for organisation learning & development. About Us
- 4. At a glance •95 percent literacy rate -> only 10 percent of the population is educated at the tertiary level •High training costs and high overheads resulting from low staff productivity, hiring then becomes relatively expensive Source: http://www.mmbiztoday.com/
- 5. At a glance •Hiring a waiter for any sort of restaurant sets you back by about $100 each month •Employers need to pay 20-30 percent above the market rate in order to retain staff •Would leave on a weekly basis for another job that pays $5 more per month Source: http://www.mmbiztoday.com/
- 6. Recruitment Process BUSINESS OBJECTIVES RECRUITMENT HR PLANNING JOB DESCRIPTION JOB SPECIFICATION JOB ANALYSIS
- 7. A recruitment process should be: • Efficient: cost & time effective in method and sources • Effective: producing enough suitable candidates • Fair: avoid discriminating against potential candidates based on personal biases Efficient FairEffective
- 8. Methods of recruitment Internal Employee Referrals Print/Internet Advertisement Agencies Career Fair / Exhibition Internship / University
- 9. The process of recruitment Initial screening Completed application Medical/physical examination if required (conditional job offer Comprehensive interview Employment test Permanent job offer Background Examination if required Conditional job offer Reject Applicant
- 10. Interview questions Job Description & Tasks Qualification , Skills & Ability Characteristic & Behaviour • Tell me bout yourself? • Current/previous job? • Strengths / weakness? • Goal /plan in 3 years time? • Scenario-based questions • Questions?
- 11. Selection tactics & tools Job Description & Tasks Qualification , Skills & Ability Characteristic & Behaviour 1. Short presentation or demo 2. Cognitive/behaviour test 3. English language test 4. Computer skills test 5. Medical/physical test
- 12. Selection tactics & tools Application forms & CV Biographical data Reference Check 1. General information: address, phone, education, work background, etc. 2. Historical events 3. Previous employers, teachers or friends
- 13. “The actual company values, as apposed to the nice-sounding values, are shown by who gets promoted, rewarded or let go.” Reed Hastings “It’s better to have a hole in in your team than to have an asshole in your team.” Sir Richard Branson
- 14. Employee Retention • Once you’ve found the right employee, you want to ensure that they remain productive, satisfied and committed to the program’s long-term goals.
- 16. What’s your vision? The Golden Circle Simon Sinek (2009), Author & Speaker Why? How? What? Inside -‐ out “Remarkable” Outside -‐ in “ConvenKonal”
- 17. Building a positive culture RelationshipsBehaviours Values Engagement
- 20. Behavioural Mapping Tool " RED # GREEN $BLUE YELLOW% Driver Expressive AnalyKcal Amiable
- 21. Source:1980s by three researchers and authors working with the Center for Creative Leadership Learning & development
- 23. Celebrating birthdays & well-being
- 26. Building a career path
- 27. Performance Management Cycle Performance Behaviour Career Growth Skills Development Coaching & feedback Performance evaluation Talent growth Planning
- 28. Employee Retention Matrix • Front-‐line leadership -‐ good • Culture -‐ good • Incen6ve / wage -‐ good • External opportunity -‐ N/A • Hiring strategy -‐ good • Internal opportuni6es -‐ good • Recogni6on / respect -‐ good • Training -‐ good • Front-‐line leadership -‐ good • Culture -‐ good • Incen6ve / wage -‐ poor • External opportunity -‐ good • Hiring strategy -‐ good • Internal opportuni6es -‐ poor • Recogni6on / respect -‐ good • Training -‐ good • Front-‐line leadership -‐ poor • Culture -‐ poor • Incen6ve / wage -‐ good • External opportunity -‐ poor • Hiring strategy -‐ poor • Internal opportuni6es -‐ good • Recogni6on / respect -‐ poor • Training -‐ poor • Front-‐line leadership -‐ poor • Culture -‐ poor • Incen6ve / wage -‐ poor • External opportunity -‐ good • Hiring strategy -‐ poor • Internal opportuni6es -‐ poor • Recogni6on / respect -‐ poor • Training -‐ poor Low High Low High TURNOVER MORALE
- 29. “The quality of the people you employ and retain is the heart of your organisational success.”