أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
Authorizing teams to make decisions. the managers in my company gives employees the authority to take the initiative on certain things without prior approval. For example, we can spend up to AED6,000 to ensure a passenger is satisfied.
1. Competency based job evaluation.
2. Competency based performance management.
Hi
My idea about talent management innitiative is a measure to retain talent in the long run and to adapt talent to changing job roles (and this is very important in the IT and ITES sector as thejob role changes but theemployer may remain the same.
In India the It and the ITES sectors apart from the marketing sector are the best pay masters for a normal graduate and even undergraduates. Now talent management is a basic HR function to train a rep who may be working in a banking process domeign to work in an Internet service Provider Domaign. The reason for the shift is the company has lost the contract with the banking firm but now has an ISP firm as c client.
Also over a perod of3-5 years the rep who has been supporting the customer over call and chat has to be trained to be a supervisor and then to be a manager. This is a long term strategy to retain him/her in gainful employment.
These are the talent management innititiatives I can think in the short and long run.
Back in2006, I was tasked with a distressed team of IT, isolated each in his region, I needed to centralize the team to build more efficient IT services infrastructure , the challeng was the depemdancy of users on their regional person , so I invented the IT embassador initiative :
Regular tech saavy employees were invited to be IT embassadors, after some skill assesment they were invited from all locations to take a formal training on IT stuff , they took certificates and were offered incentives for their contributions along the year.
By the year end we had our men covering all basic IT support all over the country and in turn the stars were given free IT professional courses and the program was a career changer for many of them.
I GOT BEST RESULTS WHEN I DECENTRALIZED THE WORKING STREAM AND REPORTING TO THE CENTERALIZED POINT, and I acted as the centralized point.
