performance is enhanced through the strategic management of
HR. Companies with the best talent generally win. Corporate recruiters
and HR professionals often have too many requisitions. Trying to
become effectively they all of the planning, sourcing, screening,
selection and hiring. Sometimes they get overloaded with unqualified
resumes, so, they have to make tradeoffs, and focus on the areas
where they deliver the most value to their business.
about finding, keeping, and developing leaders and managers
who add equal amounts of value that makes an organization
effective. The HR is employed by an organization to protect
the company from scary things such as law suits, unsafe work
practices, spending too much money on recruitment and so on;
so that, it is determinate to suggest changes for improvements
if you want to be taken seriously.
now recognized as one of the keys to organizational success.
Thatís because having the right person, who has the skills,
abilities and experience to deliver on business strategy needed
is essential, and setting that person in the right position
involves developing everybody that works for the organization.
Talent and performance management is all about engaging, developing,
and inspiring your organizationís most important asset.
HR is the
strategic enabler of this engagement, development, and inspiration,
but the real work happens in the day to day work of the
team, and by the individual employee. HR support their talent
strategy pulling together to achieve the business strategy
with a direct link between the strategy of the whole organization
and the plans for each candidate involved. So that, employees
are clear about the impact of their performance and what the
consequences are for their development.
we may say that each strategic position is one that makes
good use of that individualís strengths, while also allowing
opportunity for skill development. Also affords opportunity
for flexibility and team participation, and, as we know, high
performance of people generates high organizational performance
with career paths for key talent and developing a sufficient
pool of future leaders were key steps they should take.
The opinions expressed in
this article are that of the writer. www.contentwriter.in is not
responsible for the independent views of the writer.
Writer: Ingrid Charles is an International Account
Consultant at Certé Consultants. Her headhunter experience
includes over 10 years performing into executive search management
positions in different regions around the world in sectors inside
of which include manufacturing, oil gas, consumer goods, pharma,
chemical, information technologies and entertainment.