Dear all HR managers from various sectors in India,
I wish to know your valuable views and opinions on some points regarding HR branding and talent management. Thus, I request you to please respond to the few questions below. It would be nice if you could give your names and the names of your organizations in the response. However, it is not compulsory.
Can I please have your replies?
Q1: How do you create an HR brand for your company? What efforts do you take for that? (Descriptive answer expected)
Q2: Is this work appreciated, supported, or controlled by top management?
No/Yes/Not much supported
Q3: Do you think HR branding helps in attracting and retaining good employees?
Yes/NO/Sometimes
Q4: How will you define or identify talented employees out of all? (Descriptive answer expected.)
Your name:
Company's Name:
Thanks,
Prasanna Shembekar
Asst Professor, HR
Centre Point College, Nagpur
Cell: 9423565101
From India, Nagpur
3I wish to know your valuable views and opinions on some points regarding HR branding and talent management. Thus, I request you to please respond to the few questions below. It would be nice if you could give your names and the names of your organizations in the response. However, it is not compulsory.
Can I please have your replies?
Q1: How do you create an HR brand for your company? What efforts do you take for that? (Descriptive answer expected)
Q2: Is this work appreciated, supported, or controlled by top management?
No/Yes/Not much supported
Q3: Do you think HR branding helps in attracting and retaining good employees?
Yes/NO/Sometimes
Q4: How will you define or identify talented employees out of all? (Descriptive answer expected.)
Your name:
Company's Name:
Thanks,
Prasanna Shembekar
Asst Professor, HR
Centre Point College, Nagpur
Cell: 9423565101
From India, Nagpur
1. You should have a good HR policy in your company to build a strong HR brand. Compensation and benefits will play a major role. HR should include employee counseling concepts in their periodic surveys to assess employee satisfaction. Introducing an employee satisfaction survey form in your organization and conducting surveys on a half-yearly basis with the selection of 50-60% of total employees can help in studying satisfaction levels. This will aid in building a strong HR brand. Regular practice of exit interviews with employees is essential, and the feedback received can suggest changes in organizational culture. In the employee satisfaction survey, cross-questioning employees on various issues can lead to certain conclusions to be shared with top management accordingly.
You can have small get-togethers during birthday celebrations of your employees. Introducing a common birthday wish letter pre-signed by a senior company official and a small memento-giving system can benefit your motivational exercises. Sending birthday greetings to home addresses for employees' children can also be considered.
During the death of an employee or family member, the HR team should visit the employee's house to express condolences.
Yearly get-togethers with sports and cultural events for employees and their families should be organized through the administration section. This initiative will be highly beneficial.
Discipline regarding organizational culture, attendance, work behavior attitudes, and promptness in handling critical issues are a few other essential aspects on which control is necessary for building a strong HR brand.
2. Any work that is good may not be appreciated by top management, but employee satisfaction will highlight your efforts to the top management.
3. Definitely.
4. The end result of a productive nature and organizational growth orientation in an employee should be identified to categorize them as talented.
My name: S. Gaonkar 09921321222
From India, Pune
You can have small get-togethers during birthday celebrations of your employees. Introducing a common birthday wish letter pre-signed by a senior company official and a small memento-giving system can benefit your motivational exercises. Sending birthday greetings to home addresses for employees' children can also be considered.
During the death of an employee or family member, the HR team should visit the employee's house to express condolences.
Yearly get-togethers with sports and cultural events for employees and their families should be organized through the administration section. This initiative will be highly beneficial.
Discipline regarding organizational culture, attendance, work behavior attitudes, and promptness in handling critical issues are a few other essential aspects on which control is necessary for building a strong HR brand.
2. Any work that is good may not be appreciated by top management, but employee satisfaction will highlight your efforts to the top management.
3. Definitely.
4. The end result of a productive nature and organizational growth orientation in an employee should be identified to categorize them as talented.
My name: S. Gaonkar 09921321222
From India, Pune
Hi Prasanna,
Q1: How do you create an HR brand for your company? What efforts do you take for that? (Descriptive answer expected)
I believe that the employees of an organization are the key players in creating a brand with their advocacy and loyalty. This can only happen when you engage them and give importance to work-life balance. I am sure these two things cover the rest of all other HR initiatives (policies, compensation, job satisfaction, R&R, etc).
Q2: Is this work appreciated, supported, and controlled by top management?
Yes, management is very much interested and supportive.
Q3: Do you think HR branding helps in attracting and retaining good employees? Yes/No/Sometimes
Yes, pretty much.
Q4: How will you define or identify talented employees out of all? (Descriptive answer expected)
Outstanding employees consistently role model behavior and demonstrate well-developed capabilities in applying their skills to achieve outstanding results.
From Saudi Arabia, Jiddah
Q1: How do you create an HR brand for your company? What efforts do you take for that? (Descriptive answer expected)
I believe that the employees of an organization are the key players in creating a brand with their advocacy and loyalty. This can only happen when you engage them and give importance to work-life balance. I am sure these two things cover the rest of all other HR initiatives (policies, compensation, job satisfaction, R&R, etc).
Q2: Is this work appreciated, supported, and controlled by top management?
Yes, management is very much interested and supportive.
Q3: Do you think HR branding helps in attracting and retaining good employees? Yes/No/Sometimes
Yes, pretty much.
Q4: How will you define or identify talented employees out of all? (Descriptive answer expected)
Outstanding employees consistently role model behavior and demonstrate well-developed capabilities in applying their skills to achieve outstanding results.
From Saudi Arabia, Jiddah
Reasons Leading to Fake Experience
I would like to discuss some scenarios. There are many candidates who have worked for years in companies, but when they want to leave, the company refuses to provide experience letters. What about them?
In X company, I had a disagreement with the manager, which was the manager's mistake. After some days, without notice, he terminated my employment. I couldn't afford legal action as I didn't have the financial means to pursue it.
Companies recruited me for development projects but assigned me to support roles instead.
Companies promised a 6-month training program but immediately put me into direct work.
Companies initially stated an 8-hour workday but pressured me to work 12 hours.
A company hired me for a specific technology I was interested in but later switched my role.
Why should I provide my personal property, such as a bank statement, to the company?
Some companies lay off employees during a recession. How can I bridge the employment gap?
If a company wants me to join within 15 days, but my notice period is 3 months, what should I do?
What if my previous company closed due to a lack of projects?
What if my previous company engaged in fraudulent activities, charging exorbitant fees for fake experience certificates?
There are countless problems from the candidates' perspective. Who will address all these issues?
The government should establish standards to address these concerns. Companies, whether hiring genuine or fake candidates, must fulfill the promises made. Any verification should be conducted before releasing the offer letter.
There should be a list of blacklisted companies that mistreat employees under NASSCOM.
Thank you.
From India, Hyderabad
I would like to discuss some scenarios. There are many candidates who have worked for years in companies, but when they want to leave, the company refuses to provide experience letters. What about them?
In X company, I had a disagreement with the manager, which was the manager's mistake. After some days, without notice, he terminated my employment. I couldn't afford legal action as I didn't have the financial means to pursue it.
Companies recruited me for development projects but assigned me to support roles instead.
Companies promised a 6-month training program but immediately put me into direct work.
Companies initially stated an 8-hour workday but pressured me to work 12 hours.
A company hired me for a specific technology I was interested in but later switched my role.
Why should I provide my personal property, such as a bank statement, to the company?
Some companies lay off employees during a recession. How can I bridge the employment gap?
If a company wants me to join within 15 days, but my notice period is 3 months, what should I do?
What if my previous company closed due to a lack of projects?
What if my previous company engaged in fraudulent activities, charging exorbitant fees for fake experience certificates?
There are countless problems from the candidates' perspective. Who will address all these issues?
The government should establish standards to address these concerns. Companies, whether hiring genuine or fake candidates, must fulfill the promises made. Any verification should be conducted before releasing the offer letter.
There should be a list of blacklisted companies that mistreat employees under NASSCOM.
Thank you.
From India, Hyderabad
Hi Prasanna,
Q1: How do you create an HR brand for your company? What efforts do you take for that? (Descriptive answer expected)
For creating an HR brand in the company, where HR refers to Human Resources, the basic initiatives on handling, retaining, and binding the employees in a team need to be done. This includes framing HR policies, procedures, forms, and formats. Regular counseling sessions need to be given to them, and even training to enhance their skills and competencies need to be introduced. When employees are satisfied in the company, only then will they work freely and willingly.
Q2: Is this work appreciated, supported, and controlled by top management?
Surely, nowadays, every company is interested in supporting the HR department as they want people to be retained within the organization.
Q3: Do you think HR branding helps in attracting and retaining good employees? Yes/No/Sometimes
Yes, it does help as HR professionals are usually able to judge candidates better compared to non-HR individuals.
Q4: How will you define or identify talented employees out of all? (Descriptive answer expected)
In order to label any employee as talented, it is imperative to assess them in all areas and from all angles. This observation is not a one-time activity but involves evaluating their performance and behavior with colleagues throughout the year.
From India, Delhi
Q1: How do you create an HR brand for your company? What efforts do you take for that? (Descriptive answer expected)
For creating an HR brand in the company, where HR refers to Human Resources, the basic initiatives on handling, retaining, and binding the employees in a team need to be done. This includes framing HR policies, procedures, forms, and formats. Regular counseling sessions need to be given to them, and even training to enhance their skills and competencies need to be introduced. When employees are satisfied in the company, only then will they work freely and willingly.
Q2: Is this work appreciated, supported, and controlled by top management?
Surely, nowadays, every company is interested in supporting the HR department as they want people to be retained within the organization.
Q3: Do you think HR branding helps in attracting and retaining good employees? Yes/No/Sometimes
Yes, it does help as HR professionals are usually able to judge candidates better compared to non-HR individuals.
Q4: How will you define or identify talented employees out of all? (Descriptive answer expected)
In order to label any employee as talented, it is imperative to assess them in all areas and from all angles. This observation is not a one-time activity but involves evaluating their performance and behavior with colleagues throughout the year.
From India, Delhi
Hi Prasanna,
Q1: How do you create an HR brand for your company? What efforts do you take for that? (Descriptive answer expected)
The brand building is based on pillars of the department being sensitive, reasonable, proactive, quick, and courteous in addressing all issues pertaining to employees or other departments.
Q2: Is this work appreciated, supported, controlled by top management?
No/Yes/Not much supported
As per my personal experience, this approach gets appreciation from all quarters in due course of time.
Q3: Do you think HR branding helps in attracting and retaining good employees? Yes/No/Sometimes
My reply is an emphatic yes.
Q4: How will you define or identify talented employees out of all? (Descriptive answer expected.)
Talented employees are those who outperform others with regard to the quality of work and show interest in other related areas of work. Their conduct is conducive to the creation of a positive work culture in the organization.
S.K. Johri
09335251438
From India, Delhi
Q1: How do you create an HR brand for your company? What efforts do you take for that? (Descriptive answer expected)
The brand building is based on pillars of the department being sensitive, reasonable, proactive, quick, and courteous in addressing all issues pertaining to employees or other departments.
Q2: Is this work appreciated, supported, controlled by top management?
No/Yes/Not much supported
As per my personal experience, this approach gets appreciation from all quarters in due course of time.
Q3: Do you think HR branding helps in attracting and retaining good employees? Yes/No/Sometimes
My reply is an emphatic yes.
Q4: How will you define or identify talented employees out of all? (Descriptive answer expected.)
Talented employees are those who outperform others with regard to the quality of work and show interest in other related areas of work. Their conduct is conducive to the creation of a positive work culture in the organization.
S.K. Johri
09335251438
From India, Delhi
Thanks to all the respected HR authorities: Mr. Gaokar, Mr. Mirza Beg, Ms. Rashmi Malhotra, mymed, and Mr. S.K. Johri. Thank you all for providing valuable opinions. I am making a humble effort to conduct research on HR branding and Talent management. Your viewpoints will be very helpful to me. I also thank everyone who has contributed to the poll.
Cite HR is truly a forum for thoughts, creativity, and knowledge sharing. I also express my gratitude to the Cite HR administrators.
Regards, Prasanna Shembekar 09423565101
From India, Nagpur
Cite HR is truly a forum for thoughts, creativity, and knowledge sharing. I also express my gratitude to the Cite HR administrators.
Regards, Prasanna Shembekar 09423565101
From India, Nagpur
Good evening, sir. My name is Ahammed, and I am currently pursuing my MBA in the 4th semester. My topic is talent identification and management. I urgently need a questionnaire on my topic to be submitted by Saturday. I have attached a questionnaire that I have created myself. Sir, please review it. The questionnaire should be based on a manufacturing unit.
From India, Ernakulam
From India, Ernakulam
Dear Ahmed,
Find the questionnaire attached here.
Prasanna Shembekar Sr. Faculty Octave Business School, Nagpur OCTAVE Business School | Powered by Knowledge and Process
From India, Nagpur
Find the questionnaire attached here.
Prasanna Shembekar Sr. Faculty Octave Business School, Nagpur OCTAVE Business School | Powered by Knowledge and Process
From India, Nagpur
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