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Bertrand Duperrin's personal annotations on this page

bertrandduperrin
Bertrandduperrin bookmarked on 2008-06-03 retention talents talentmanagement socialnetworking recruitment recruitment2.0 humanresources humanresources2.0

If you think about it, talent managment really starts from recruiting through on-boarding; and carries on until the employee is comfortable with the culture, is made to feel at home in the organization, and is equipped with the tools to be productive.

  • The real work for HR really begins once the offer is accepted. Promises made during the interviews need to be fulfiled. Many times a company hires a person for a specific role but what really keeps that person in his chair is not merely the role he was hired for. For large companies, it is difficult for HR to provide every employee the attention they deserve. Therefore HR needs to consider providing 'self-service' tools and methods to retain employees.

    To retain an employee it is important to provide him the right tools to be productive, and that includes providing the ability to quickly establish the social connections that he needs to be successful in job. We all know that work is really done through informal networks and with the tacit or unstructured type of work these days, structured tools and systems that exist in organizations today do not help.
  • These methods can particularly be useful in tough times, i.e. when resolving issues at work. They can particularly prevent employees from leaving the company when they are not satisfied with their current roles by letting them search and apply for internal job postings.

This link has been bookmarked by 3 people . It was first bookmarked on 03 Jun 2008, by Bertrand Duperrin.

  • 18 Nov 08
    mfouchecour
    mfouchecour

    Talent Management 2.0: How HR can use Web 2.0 to attract and retain Talent

    Attracting and retaining talent are two major challenges for HR these days.

    If you think about it, talent managment really starts from recruiting through on-boarding; and carries

    hr2.0 talent management p_314002

  • 07 Jun 08
    gaston
    gaston

    management social

  • 03 Jun 08
    bertrandduperrin
    Bertrand Duperrin

    If you think about it, talent managment really starts from recruiting through on-boarding; and carries on until the employee is comfortable with the culture, is made to feel at home in the organization, and is equipped with the tools to be productive.

    retention talents talentmanagement socialnetworking recruitment recruitment2.0 humanresources humanresources2.0

    • The real work for HR really begins once the offer is accepted. Promises made during the interviews need to be fulfiled. Many times a company hires a person for a specific role but what really keeps that person in his chair is not merely the role he was hired for. For large companies, it is difficult for HR to provide every employee the attention they deserve. Therefore HR needs to consider providing 'self-service' tools and methods to retain employees.

      To retain an employee it is important to provide him the right tools to be productive, and that includes providing the ability to quickly establish the social connections that he needs to be successful in job. We all know that work is really done through informal networks and with the tacit or unstructured type of work these days, structured tools and systems that exist in organizations today do not help.
    • These methods can particularly be useful in tough times, i.e. when resolving issues at work. They can particularly prevent employees from leaving the company when they are not satisfied with their current roles by letting them search and apply for internal job postings.

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