Every company has diverse employee talents, both in terms of experience and the way they interact with each other. However, company involvement is needed to foster employees in a cooperative culture that benefits both parties.
Increasing competition for the best talent will be a challenge for companies to maintain employee retention. If the company cannot maintain a positive culture, they may move to another company.
The journey of every employee in a company consists of several stages known as the talent lifecycle. The company is responsible for facilitating employees in achieving each stage so that employees reach their full potential.
The human resource department (HRD) plays an important role in fostering employee growth. It is important to understand that effective talent management is not only related to aspects of identification, retention or promotion, but also includes the following stages of the talent lifecycle.
HRD needs to maintain the company's reputation by identifying the reasons they want to work at the company. The HRD team needs to find the right way to attract employee talent that suits the company's needs and culture.
It is important to listen to the opinions of candidates who want to join a company, not just because they want to earn money. Understanding a candidate's aspirations can provide an opportunity for the HRD team to design their involvement and contribution if hired.
Apart from promoting job vacancies, HRD must also be active in overseeing the recruitment process. The process of reviewing applications, interviews, facilitating employee candidates with the right HRD personnel, and managing offering letters.
Maintaining a good recruitment process can directly influence the quality of incoming talent for the company. The recruitment process contributes up to 80% of employee turnover. Because of this, some companies also ask for anonymous surveys to be conducted to gain insight into the recruitment process.
The onboarding stage is a crucial process that companies need to maintain in introducing culture in the workplace. An onboarding process that includes important information about their role within the team and overall company information.
Employees need to get information regarding details of salary and benefits (benefit packages), work facilities from the relevant team, meetings with managers, and tours of the office environment. HRD is also the PIC that employees can contact to get clarification after the onboarding period is complete.
Once they get used to the company culture, make them valuable team members for the company. Involve employees in employee activities, organize team development or team building activities, or provide rewards for their achievements.
Reward programs for employees can inspire them to put in their best efforts consistently. This encourages support, respect and inclusiveness in the overall work environment.
The main key to a leader's talent is the desire and agility to continue learning. The appointment of a successor in the organization usually reduces employees' desire to take advantage of opportunities to learn and develop themselves.
A systems approach that focuses on role agility will encourage constant role evolution so that a continuous learning process becomes the norm, even though there is no target or compensation to be achieved.
Employee retention can be the ultimate goal of the recruitment process because it requires the relationship between employer and employee to survive to meet the needs of both parties.
In some situations, changes in events in an employee's life can trigger employees choosing to resign. For example, employees who have just become fathers will compare their career development with their peers in other places.
If there is a conversation between the employee and the manager, this may be clearly articulated to find a middle ground. The hope is that changes outside of work will not influence the employee's decision to leave.
Even if employees decide to resign, the offboarding stage is the company's way of leaving a final impression. Ensure employees continue to feel supported and appreciated during transition processes such as handing over work and work equipment. This method is the best solution for maintaining employer branding and building an alumni network to find the next great candidate.
The HRD team in the company must be involved in all stages of the talent lifecycle until they actually leave the company. If done well, companies can get references for satisfaction with working at the company which also supports the company's success.
Every company has diverse employee talents, both in terms of experience and the way they interact with each other. However, company involvement is needed to foster employees in a cooperative culture that benefits both parties.
Increasing competition for the best talent will be a challenge for companies to maintain employee retention. If the company cannot maintain a positive culture, they may move to another company.
The journey of every employee in a company consists of several stages known as the talent lifecycle. The company is responsible for facilitating employees in achieving each stage so that employees reach their full potential.
The human resource department (HRD) plays an important role in fostering employee growth. It is important to understand that effective talent management is not only related to aspects of identification, retention or promotion, but also includes the following stages of the talent lifecycle.
HRD needs to maintain the company's reputation by identifying the reasons they want to work at the company. The HRD team needs to find the right way to attract employee talent that suits the company's needs and culture.
It is important to listen to the opinions of candidates who want to join a company, not just because they want to earn money. Understanding a candidate's aspirations can provide an opportunity for the HRD team to design their involvement and contribution if hired.
Apart from promoting job vacancies, HRD must also be active in overseeing the recruitment process. The process of reviewing applications, interviews, facilitating employee candidates with the right HRD personnel, and managing offering letters.
Maintaining a good recruitment process can directly influence the quality of incoming talent for the company. The recruitment process contributes up to 80% of employee turnover. Because of this, some companies also ask for anonymous surveys to be conducted to gain insight into the recruitment process.
The onboarding stage is a crucial process that companies need to maintain in introducing culture in the workplace. An onboarding process that includes important information about their role within the team and overall company information.
Employees need to get information regarding details of salary and benefits (benefit packages), work facilities from the relevant team, meetings with managers, and tours of the office environment. HRD is also the PIC that employees can contact to get clarification after the onboarding period is complete.
Once they get used to the company culture, make them valuable team members for the company. Involve employees in employee activities, organize team development or team building activities, or provide rewards for their achievements.
Reward programs for employees can inspire them to put in their best efforts consistently. This encourages support, respect and inclusiveness in the overall work environment.
The main key to a leader's talent is the desire and agility to continue learning. The appointment of a successor in the organization usually reduces employees' desire to take advantage of opportunities to learn and develop themselves.
A systems approach that focuses on role agility will encourage constant role evolution so that a continuous learning process becomes the norm, even though there is no target or compensation to be achieved.
Employee retention can be the ultimate goal of the recruitment process because it requires the relationship between employer and employee to survive to meet the needs of both parties.
In some situations, changes in events in an employee's life can trigger employees choosing to resign. For example, employees who have just become fathers will compare their career development with their peers in other places.
If there is a conversation between the employee and the manager, this may be clearly articulated to find a middle ground. The hope is that changes outside of work will not influence the employee's decision to leave.
Even if employees decide to resign, the offboarding stage is the company's way of leaving a final impression. Ensure employees continue to feel supported and appreciated during transition processes such as handing over work and work equipment. This method is the best solution for maintaining employer branding and building an alumni network to find the next great candidate.
The HRD team in the company must be involved in all stages of the talent lifecycle until they actually leave the company. If done well, companies can get references for satisfaction with working at the company which also supports the company's success.
