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‡ Talent immigration (Both local and
expatriate employees are attracted by our
local competitors and from the
neighboring countries).

‡ Expected boom in the local job market in

view of major projects
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ttract, develop, motivate and

retain the talent that our customers
Need.


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° ake the ttraction and Retention of talents
°
reation of a Pool of
ommitted and

ompetent workforce
°
reate the Notion of µBest Place to work¶
° Plus Notion of µEqual Opportunity
Employer¶
° lso Notion of µEmployer of
hoice¶
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‡ Develop the Employer branding
reation of brand
image of the organization for perspective employees,
‡
reating a µGreat Place to Work¶; µEmployer of
choice¶ and µEqual Opportunity Employer¶
‡ Develop Professional and Ethical Recruitment
process
‡ Develop Pragmatic Selection methods
‡ Introduction to the organization (mbassador of the
organization)
‡ Reduce ttrition from the organization
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Employee to believe that organisation is:
± is transparent, fair, helpful and concerned
± offers opportunities for growth ± career growth
± has work°life balance
± has pro°active leadership
± has a range of management practices that help staff
feel valued, productive and listened to
± effective employee development programs
± benchmarks its approaches
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‡ Defining the requirements.( Scientific Human

Resource Planning ° HRP)
‡ ttracting candidates.
‡ S°TR
odes of attraction.
± dvertising.
± E°recruitment.
± Outsourcing recruitment.
± Visit campuses of education and training establishments.
± Scientific selection process.

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‡ Identification of our
ustomers required skills.

‡ ctive anagement of Learning.

‡ Equipping employees with skills, knowledge and competences

required to undertake current and future tasks required by the
organization to attain its goals.
(Skill gap bridging)

‡ Developing µIntellectual
apital¶ to meet present and future

needs as the human capital of an organization is a major source
of competitive advantage.

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‡ Systematic training ± Training Needs nalysis (TN) ± competency based
‡ On°the°ob°Training (OT)
‡ Types of training
‡ IT Skills
‡ anagement Development Training Programmes
‡ Interpersonal skills, example Leadership, Team Building and Group
Dynamics
‡ Personal skills, example ssertiveness,
oaching, entoring, Guidance,
dvising,
ommunicating and Time anagement
‡ Training in organisational procedures or practices, example induction,
health and safety, performance management
‡ E°learning

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That translates into:

‡ Individual
areer development

programs (IDP)
‡ anagement Development
Programmes
‡
areer
ounseling, Guidance,
dvising and entoring programs

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That translates into
‡ aximum utilisation of
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 capability
‡ Optimum alignment and
engagement with the
   



business.
‡ Improved performance and
commitment.

 

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Building effective relationships with people by:

‡ Treating them fairly ± institutionalisation of
process and procedures.
‡ Recognizing their value & contribution
‡ Giving them a voice, listening to them and
empowering them.
‡ Providing growth opportunities
Thus achieving µTalent Engagement¶
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‡ Building relationships with people.
‡ Identifying talent and potential.
‡ Planning learning & development activities.
‡ aking most of the talent possessed by people.
‡ Increasing the motivation level by positive
feedback and recognition.
‡ Line managers to carry out µRisk nalysis¶ of key
staff to assess the likelihood of their leaving
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‡ Financial and Non financial rewards

‡ Paying competitive rates

‡ Loyalty bonuses or w   


± Retention bonus
± Variable pay
± Pension Scheme

‡ Results in employing and retaining talented employees

‡nnual survey
‡ Employee Satisfaction (
limate) Surveys.
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Shaping the progression of individuals within the

organisation with reference to:

‡ Organisational needs
‡ Employee success profiles
‡ Performance potential
‡ Preference of individuals
‡ Succession planning
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‡Develop ssessment and Development
entres

‡High Flyer Development Schemes

‡Dealing with µPlateaued anager¶° got so far but

cannot get further

‡Dealing with µRising stars¶ on the wane° reshape their

careers

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‡ aintain
ompany Image.

‡ Initiate Recruitment, Selection and Development.
‡ Leadership ± the maxim ° Employees join companies
and Leave anagers.
‡ Learning opportunities ± Engagement
‡ Performance recognition and rewards.
‡ Individual and independent projects.
‡ Individual contribution.

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Factors affecting retention strategies:

‡ Early career employees ( under 30 years)°
areer

advancement

‡ id career employees ( 31 to 50 years)° bility to

manage careers and ob satisfaction

‡ Late career employees ( over 50 years)°Security ð

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 Which talent within our
ustomer to be targeted and where
are they located. (
riteria for selection)
 Identification of talented employees needs, expectations and
aspirations.
 Ideal team composition at all levels.

reation of brand image of the organization.
 Build a long term recruiting strategy.
 Robust recruitment process.

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