Tuesday, December 25, 2018

The current world of work has seen a radical change due to the proliferation of Social Media. Millennials put a lot of importance on employer’s Brand in terms of the Organization and the people leading it while making career decisions. With social media and various electronic platforms, candidates now, have easy access to the leadership of a company.  Leaders play a significant role in the brand image of any Organization and Organizations are therefore sensitive towards the Public image of the Leader since it impacts not only the candidates but all the other stakeholders associated with the company. HR has a key role to play to train the leadership on personal branding. 

Most of the  MNC HR placement firms have a separate division to address the training needs of the corporates and one of the training module generally  have Personal branding as part of the Leadership Development Program. HR should expand their relationship with the HR placement firms and engage them in leadership development programs in order to create an impactful brand experience, inside out. The reason why the HR Placement Firms can do it best  is because during recruitment process they need to necessarily get inducted into the culture and values of the organization and while they do it, they understand the nervous system of the organization which makes it easier for them customize the Leadership Development Program to the Organization’s need.

Leadership Development Programs: A must have for Indian Staffing Companies
HR placement, today, is not just focused on staffing, but is the cornerstone of any well-groomed employer brand among the staffing companies in India. HR functions cover a much broader ambit of tasks, especially those in the placement firms. Besides managing volumes of employment applications, interviews and documentations, they are also focusing on marketing strategies, innovative incentive and training programs, service assurance initiatives etc. Leaders play a major role in driving change, or setting the tone of the culture in any organization. And therefore, Indian staffing companies must look forward to developing leadership development programs as a priority. 

Leadership Development Programs will benefit HR Placement firms
The leadership in the staffing companies in India tend to spend more time streamlining routine operations. Therefore, strategizing the approach towards handling day to day deliverables across a vast array of functions, locations, practices etc. will help leaders or potential leaders free up their valuable time and participate in creating and nurturing a better brand.  

Leadership skills, when fostered with situational awareness can create an impact on the organization both internally and externally. The must to have elements in the today’s leaders which a fresher joining that company or a professional (while applying job) will look for can be many. Some of them are listed below:

  1. Nurture and leverage situational awareness, self-awareness and core values while prioritizing 
  2. Cultivate strategic and diverse channels while leading disruption of the ‘old’ systems
  3. Innovate ways to get buy ins from the stakeholders, internal and external so that the new ideas are fed in the system smoothly

Leadership Development Programs should not be confined in a classroom training as it is a process that will go on with the evolving job market as more and more skilled workers are choosing the way they want to work – part time, temporary, freelance, contingent or contract. 

The way leaders in most of the staffing companies in India 

Tuesday, December 4, 2018

HR and Automation: Ban or Boon?

Automation is seeping through all corners of our lives. And work! And the best part of automation is that it is effectively helping organizations automate mundane repetitive work and freeing up employees’ bandwidth for more valuable work and increase their productivity.

Human Resource Management is one such domain where automation has a broader scope of work. This domain indeed, needs a reboot. The humungous amount of transactional tasks human resource management teams do, especially those in the placement companies in India, require automation so that the HR professionals can focus on more meaningful, strategic projects to enhance the Human Resource management line of service.

Automation, however, is being perceived as both a boon and a ban. While the way we perceive makes a lot of difference, we must also put automation to the right use in order to make the most out of it.

While job losses seem a direct and obvious effect and is a source of insecurity for many as the daily volumes of tasks have been apparently justifying the positions so far, staffing solutions in India have started utilizing automation quite effectively. Identifying the areas which could be automated is the first step to ensure it’s a boon for businesses.
Placement companies in India MUST consider the following areas for automation to ensure a hassle free smooth recruitment process, especially for those providing staffing solutions in India:
1.       Employee personal data
2.       Onboarding
3.       Off-boarding
4.       Timesheets
5.       Leave Management
6.       Performance Management
7.       Employee benefits
8.       Expense claims
Strategic application of automation in the placement companies in India will surely impact positively and take the HR fraternity to the next level. It’s the HR who does what humans do best – to think and be creative, foster interpersonal and social skills. And freeing up more time for creative thinking is what automation must be used for. And HR in any organization is the focal point for integrating technology in all the above processes and therefore, shape the functioning of an organization!

Automation is more of a boon in Placement companies in India as more and more organizations are embracing technology to streamline their functions and shape the future of work.

Wednesday, November 28, 2018

How to get the best out of employees through ‘Leadership & Management’ training programs

There is a famous saying that one thing that is constant in life is ‘Change’. One place where this saying is completely apt is the workplace since the skills that were in demand couple of years back are no longer in demand. This change can be mainly attributed to the ‘Knowledge Industry’ that has witnessed rapid changes in technology, management & operational methodologies (Agile, Lean, etc.), cultural & mindset changes (that can be attributed to the startup wave). The business scenario has become very dynamic; hence it has become critical that business leaders & managers who are the pillars of the organization should be quick & responsive to change.

How does one adapt to changes and what additional role can business leaders play to uplift their organization’s brand & morale of the employees? Leaders, especially managers who are responsible for ‘business deliverables’ have to understand employee’s requirements (training, skill development, role change, etc.) and build a bridge between the employee & the human resource management team. Many organizations achieve these results by partnering with specialized Innovative WorkForce Solutions Company like ManpowerGroup since it helps them reduce costs, as well as utilize the deep-rooted management & functional expertise of consultants associated with them. An HR partners’ primary business would be IT companies recruitment, but since they work hand-in-hand with their partner organizations (who outsource their HR department); they are aware of the market trends & employee’s requirements.

In many cases, employees who are doing exceptionally well in their day-to-day activities might be lacking certain technical/managerial/leadership skills that might be a hindrance for them to move up the ladder. This is where HR partners like ManpowerGroup can act as a catalyst and pitch in to meet the employee’s demands for ‘career & skill development’. They offer specialized Management training programs that play a vital role in honing their skills, making them more productive, efficient and well-rounded leaders. Some of the programs that can be instrumental for employees are

Keeping up-to-date with changes - As per a research, in an organization; only 25% of the employees are more prompt & effective for change. The change would be technological change, role change, process change, etc. Employees do not want to move out of their ‘comfort zones’ and that mindset makes them less resistant to changes. Based on organization’s core business, employee strength & other important factors, the HR Partner comes up with a tailor-made training program to hone employee’s skills, build agility, and make an employee aware about their complementary skills. Such programs make them more proactive for change so that they can take up more challenging roles in the organization.

Leadership Development – Any organization would be delighted if they are able to identify leadership traits in their own employees since those employees have already proven their worth & the organization trusts them! Organizations only need to hone their leadership skills, communication skills, negotiation skills (for a business development role) so that they have an effective leadership plan. With such trainings, organizations can build their army of gen-next leaders who are hidden in some cubicles within the organization J

Self-management & Soft Skills - From a managerial standpoint, one of the most difficult things to do is letting an employee go, either due to employee’s under-performance or changing business landscape. Managers have to follow a more ‘humane approach’ and choose the right words in such a difficult scenario. However, a study shows that many managers are effective in getting the best out of their employees but lack the soft skills/communication skills.

The primary job of a leader/manager is getting work done from their subordinates and improper email/verbal communication could hamper the motivation of their colleagues. Leadership & soft-skills training is effective in inculcating ‘effective communication’ trait in managers & their subordinates. It also focuses on ‘self-management’ so that all the employees are more organized in their workplace.

In difficult scenarios, HR partners help the outgoing employee with placement service, skills development, through specialized programs so that their career is not adversely impacted due to changing business needs.

To summarize, ‘training programs’ can be effective to hone employee skills and bringing the best of them!

Tuesday, November 13, 2018

How choosing the right Staffing Agency can help to kick-start your career

Every individual has unique qualities, but that quality can only be fruitful when it is applied in real life. The same thing is also applicable when someone is looking out for a job-change as he/she might have the right skills, but whether they would find a job which requires those skills depends on the methodology they use for job-search. Whether a candidate is fresher or experienced, he/she needs to use a mix of online and offline approach when looking out for a change.

Along with the core skills required for the job, candidates are also expected to have good communication skills since ‘right communication’ is the key to any business. There are many HR placement agencies in India but you need to choose the right placement consultants who can support you in your job search. There is a growing trend where many small-time staffing solutions demand money from candidates by promising a job. You should always check the authenticity of the HR placement agencies that approach you and take a detailed look at their history. Merely having a well-designed website does not make a staffing company genuine!

ManpowerGroup, a leader in innovative workforce solutions has been addressing the talent needs of their partner organizations by assisting them with temporary staffing, permanent staffing, leadership search, Recruitment Process Outsourcing (RPO). ManpowerGroup is a pioneer as far as staffing solutions in India is considered as it has clients spanning multiple geographies, multiple businesses (IT Services, IT Products, Manufacturing, etc.) and provides expert staffing services to Fortune 500 companies, as well as startups. It is not a conventional candidate-facing placement agency, but having been in the business of ‘staffing’ for many years, its HR-staffing experts have a deep-level of understanding about the ‘jobs & skills’ that are in demand. As per their research, organizations look for candidates that have the right mix of skills & attitude. Merely having a good academic background does not help, a job candidate should have the quench for knowledge.

As per a report by the group, 56% of the employers say that they can’t find the skills they need. This is because the job market is very volatile and skills that were in demand couple of years back have not lost relevance. As a job candidate, you need to constantly up-skill yourself since ‘up-skilling’ is the only way to stay ‘relevant’ in the job industry. Digital Technologies are playing a major role in creating new jobs that never existed, a couple of years from now. It is advisable that job candidates utilize the plethora of free material relevant to their ‘domain & expertise’ on the internet so that they are up-to-date with the latest trends in their domain. When it comes to job search, candidates should utilize the power of ‘online business networks’ since they can connect with other professionals having similar expertise. There are many employees in an organization that have leadership skills but are yet to take the leadership plunge. This is where ManpowerGroup can bring the transformational change in your organization by identifying next-generation leaders from within the organization and imparting management training programs.

In a nutshell, there is a talent shortage in every industry and organizations try to fill the talent-gap either by grooming internal employees to make them future-ready or hire external talent when they are unable to meet the talent demand from within the organization. As a job seeker, it is advisable to stay ‘relevant’ and employ the right mix of ‘online & offline’ when you plan to make the next ‘big move’!
Connect with them by hitting the email id: enquiry@manpowergroup.com

Wednesday, October 31, 2018

Recruitment Process Outsourcing

RPO or Recruitment Process Outsourcing is a specialized form of Business Process Outsourcing in the HR domain where the Recruitment process is outsourced to an external provider.

Why Outsourced recruitment process is important?

Isn’t recruitment an inherent part of the HR function?  Well, it is, and that is the reason this needs special attention and must be dealt with extra care by the specialists. The business growth depends on the people after all.

Recruitment Process Outsourcing is a smart and efficient way of managing talent. However, Recruitment Outsourcing process is not the same as that of staffing or supplying talent to any organization. It is more than that. Any Recruitment Process Outsourcing company will take ownership of the end to end process and methodology of recruitment, unlike the staffing companies who just do the fieldwork of finding talent and arrange the interviews. Recruitment Outsourcing is a robust process and takes care of all the aspects of Human Resource from talent searching till on-boarding, engagement and training and is customizable according to the requirements of organizations including assisting an Organization to start in a new region by identifying the most productive ground.

Recruitment Process Outsourcing in India

This is not maturing in the Indian job market as majority of the organizations have beginning to realize the importance of focusing on the core and leaving the experts to manage the people, so now outsource their recruitment process to the specialists. Recruitment process outsourcing in India has come a long way in the last few years with the growing talent market that is becoming complex by the day with technological disruption ruling the new job roles.

RPO not only saves companies time for concentrating on more relevant tasks but makes talent management much more streamlined and hassle free. Also Partnering with MNC like ManpowerGroup and other RPO companies gives the Organization an exposure to the worldwide best practices without having to going through the process of the learning curve.

However, companies who are reaching out to the Recruitment Process Outsourcing (RPO) specialists, must consider certain elements to have a better understanding of how to evaluate the pros and cons of this service.

Few questions to be asked

  1. Outsourcing recruitment MUST not lead to giving up the basic HR skills and expertise any organization must have. Evaluate before outsourcing the recruitment process.
  2. Is there a logical rationale to appoint a RPO service provider and does it align with the organization’s business strategy?
  3. How much cost cutting will you achieve?
  4. Will outsourcing the recruitment process create a clash in the company/organization culture?
  5. In this current career climate when requirements are volatile and short-lived and niche, recruitment process outsourcing MUST be done considering flexibility in the business model that will match the changing talent needs and availability.
  6. Which aspect of the HR portfolio is the expertise you seek from your Recruitment Process Outsourcing (RPO) Partners?
Answering all these questions will indicate your readiness to extract the best out of your Recruitment Process Outsourcing (RPO) Partner.

Monday, October 15, 2018

Job consultancy in India: Then and Now

Job Consultancy in India has come a long way – from body shopping to consultancy. Is it one and the same? Or a sophisticated version of the older one?

This contract service is prevalent in India for more than 30 years! During initial times body shopping was mocked by the big players saying these body shopping companies farm the IT and non-IT workers to generate revenue and do not have any traditional solutions or services of their own. Even professionals who got jobs through such companies would shy away from acknowledging their employer and to some extent confused as to whom to call the employer! The client brand, that was more glorious a name or the real employer providing the payroll.

This was the scenario many, many years back, way back in the 70s and 80s. However, now the job market and the sentiments attached around the employer, the job role and the background have progressed and that reflects on how professionals nowadays boast about the consultancy firm they belong to. Even the consultancy firms in India have revamped the way they used to function. It’s not just body shopping or contracting a worker but also providing expert advice, trainings, market intelligence, strategies etc. to the client companies and also to the job seekers.

But one thing has remained constant for the staffing companies in India from olden times, and that is the advantage they offer and these are: Cost efficiency, Capital saving, time saving, reduced overheads.

Majorly known for offering contractual jobs to professionals, the job consultancy in India has now multiple forms of staffing solutions, namely – Sub-contract, Perm staffing, Recruitment Process Outsourcing, etc. Besides these, staffing solutions in India, nowadays are also providing many more services directly and indirectly associated to the professional growth of job seekers.

There was a lot of hearsay about the body-shopping companies in India with comments such as ‘bad career decision’ for those who would take up contractual jobs. But with all this growth and advancement in the staffing solutions in India, all those notions seem to be null and void.

Staffing companies in India are a one stop shop for any kind of job requirement both for the companies and the job seekers. And with the volatile nature of the current job market, job consultancies in India are even more sought after to meet the special requirements for limited time periods.

Monday, October 8, 2018

The Art and Science of Recruitment

Recruitment has widely been described as an art. The art of researching and finding the right talent, interviewing them and screening the fitment, not only for the requirement but also culture of the Organization. The art lies in the fact that the recruitment consultant knows in his/her gut that a person is a good fit for the company. However, technology is taking over in all spheres of work and life and recruitment is in the forefront of going through a makeover with the advent of AI, Machine Learning, Analytics, big data, etc.

While there is a lot of science involved in the process of recruitment, and technology is only accentuating that side of recruitment, recruitment is a high touch portfolio which involves coaxing, negotiating, nurturing in order to match the right talent with the right Organization.

To have a holistic approach at recruitment, the best recruitment agencies in India have always tried to find the right balance of science and art in recruitment.

What is the ‘art’ factor in Recruitment?

Well, recruitment is nothing but building people, their aspirations! And persistence is the innate trait that one needs along with the external supporting aids to back up the gut feeling and human judgement, the other basic traits of a successful recruitment consultant.

Innovation and creativity in recruitment lies in the way a recruitment consultant determines who will be a motivating leader or an aspiring team member. There is no scientific formula to that! Candidates are humans and their response varies with situations and at times are quite unpredictable, which can be only gauged humanly.  

Recruitment agencies in India are embracing technology in order to automate certain set of tasks that will save a lot of time of the recruitment consultants while they can focus more on the ones where human judgement is required.

In the face of automation and Artificial Intelligence, any placement company with a strong team of skilled recruitment consultants who follow their gut instinct, and determine with innovation and creativity will still stand out against those who solely bank on technology!

While the science of Recruitment can be outsourced to the Technological evolution, the art of Recruitment will continue to remain in Human hands, the artistic Recruitment consultants.

Wednesday, September 26, 2018

How Recruitment Process Outsourcing (RPO) can benefit your Organization

Employees are considered as the pillar of any organization, be it a multi-national company or a startup. While hiring a person, the hiring organization also checks whether the prospective recruit possesses the required skills so that he is a good cultural fit for the organization. Unfortunately, one of the problems that organizations face is recruiting and retaining the right talent that suits the business and the workplace environment.

In some cases, when the HR department has to fill up open positions on a tight timeline, they tend to make mistakes by hiring the wrong people. Such ‘hiring mistakes’ can result in additional costs being incurred by the organizations and hence many organizations opt for Recruitment Process Outsourcing (RPO) for their hiring, sourcing, retention and career development needs. RPO as a concept has been around for a couple of years and there are many inherent advantages of using Recruitment Outsourcing Process

Reduction in recruiting costs
Human Resources (HR) team from many organizations spend a lot of effort on job boards, headhunters, scouting for talent on business networking sites, etc. This comes at a huge cost and there is less Return on Investment (ROI). If the hiring process is not streamlined or if the hiring process is lengthy, it could result in a delay in hiring thereby impacting the project deadlines. In a dynamic business environment, companies can partner with renowned recruitment agencies in India which have a proven track-record and such agencies can act as an RPO partner since they have a deep-rooted expertise when it comes to recruitment.

This not only helps in streamlining the recruitment process but also helps in reducing the overall costs since organizations can hire good talent at a faster pace, keeping the HR function free to focus on other aspects of the organization.

Customized ‘staffing’ solutions to fit your business needs
An RPO partner does not work like a stand-alone entity, rather it works very closely with various departments within the organization, understanding their business strategy, hiring guidelines, company culture guidelines, etc. Irrespective of the size of the business, they can act as catalysts when it comes to anything related to ‘staffing’ and ‘recruitment’. They are flexible in their approach and do not follow the ‘One Size Fits All’ strategy for hiring. Hiring experts from RPO partner align themselves according to your business requirements.

Expertise in hiring ‘Quality Candidates’
The saying ‘One bad apple spoils the whole bunch’ is apt when it comes to hiring a candidate since one ‘wrong recruit’ in a team can spoil the culture of the whole team and make his other team members de-motivated. This is one of the primary reasons why organizations look for the candidate’s accomplishments, soft skills, etc. along with his relevant work experience and educational background. Due to pressing business constraints, hiring managers might not be in a position to look into these qualities in the candidate resulting in the hiring of a ‘bad apple’.

An RPO partner has relevant experience and expertise to identify such traits in the candidates, resulting in hiring the best people for their client. This eventually makes the hiring manager free to focus on other jobs in the organization and mentor the RPO partner on a need-to-need basis.

Employer’s Dream - Being a ‘Great Place to Work’
Organizations need ‘quality people’ and people need ‘jobs’ in quality organizations. Candidate quality and employer brand value also plays a huge role in hiring & retaining talent. With the advent of social media, candidates can manage to get a more-or-less insider’s view into an organization’s work culture, leadership traits of the higher management, expected pay scale (as per his expertise & experience), etc. Due to these reasons, organizations take utmost care to ensure that they are considered ‘employer of choice’.

Lengthy recruitment process and bad HR practices could tarnish a company’s brand image, eventually impacting their business. Partnering with the right RPO partner like ManpowerGroup Solutions that have expertise & experience in RPO can help in strengthening the core recruitment functions in your organization, making your organization goodGreat place to work’!

Contract to Hire: The latest hiring trend in 2018

With the disruption in technology impacting the labor market across sectors, there is a rising gap in talent in terms of required skillsets to match the competitive industry requirements. Most employers are, therefore, revamping their human capital structure.

“Trial before you hire” is the latest trend in developing workforce among the recruitment agencies in India in 2018 and it will keep growing in coming years.

What does contract to hire mean?   

Contract to hire (C2H) is no more new to the job seekers now. Contract staffing is having part of the recruitment process assigned to a staffing company like ManpowerGroup India who will cover the sourcing, screening, interview etc. on behalf of the corporate recruiter. Candidates are then interviewed by the end client’s team and on-boarded on the payroll of the contract partner providing Payroll Services for a pre-determined time period under the contractual deed.

Why choose contract staffing over direct?
  • Candidates get the opportunity to know about the organization before they decide to join as a full time employee
  • The organization also gets time to evaluate the candidate for a predetermined period.
  • The entire process of bringing contract-to-hire employee onboard is less time invasive.
  • There is no long term commitment for the candidate.
  • The company is not directly involved in managing the benefits and remuneration of a candidate until he or she comes on board as a permanent employee.
  • From an administrative perspective, direct hire is more expensive than temp-hire considering the amount of money and time an organization has to invest for the recruitment functions.
  • Both the employer and the candidate enjoy flexibility in their work schedules in terms of getting more exposure while working across various projects and also meet short term requirements
  • Contract staffing helps the end customers build a diverse talent pool and also the candidates get the opportunity to work on various projects and build their expertise and experience.

Monday, September 17, 2018

Putting Experience at the Center of Talent Management

As business landscapes continue to change and shift, talent management leaders face recurring questions:
  • Can leaders be developed quickly enough to meet demand?
  • Could leaders better take advantage of current talent management processes and efforts?
  • How can we help line managers develop and manage talent more effectively?

Learning from experience is the best way to develop talent. Yet most organizations aren’t maximizing on-the-job opportunities that prepare leaders, develop employees, and advance business goals.
The key is to make experience-driven leader development intentional.

HR leaders understand this and often follow the 70-20-10 framework:

·         70% of learning comes from on-the-job experiences and challenges.
·         20% of learning comes from other people.
·         10% of learning comes from courses and formal training.

Experience-driven talent management is when experience — carefully designed and executed — becomes the core driver of learning in the organization.
Working and learning are no longer separated. Instead, they’re bound together, aligned with the business strategy and shaped by a talent strategy.
When this kind of development is part of the organizational culture and embedded in all of talent management, you’ll see things such as senior leaders who support stretch assignments as a key strategy for developing employees, highly-valued employees being routinely shared with other parts of the organization, and development opportunities considered when making decisions about how to staff key projects.
Putting experience-driven development at the center of talent management will boost an organization’s efforts to attract and retain talent, and accelerate the development of leaders at every level.

Organizations that successfully implement experience-driven development do these 5 things:
1. Identify stretch assignments. Some experiences are more developmental than others. Identifying stretch assignments includes:
·         Developing a shared language for talking about stretch assignments.
·         Mapping competencies to stretch assignments.
·         Creating experience paths for targeted positions or roles — such as a general manager role or those on a high-potential track.
·         Reserving specific key jobs to use for development only.

2. Staff for development, not just performance. Matching specific individuals with the right experience requires rigor. The key with experience-driven development is to consider the need to hone new skills and perspectives, not simply making assignments based on past success or current role. Staffing for development includes:
·        Putting processes in place to identify the next assignment needed for each high-potential to continue broadening their portfolio of experience.
·        Making sure that everyone has a “development-in-place” assignment — something in their current job that challenges and supports targeted development.
·        Staffing key projects with development in mind, asking, “Who could benefit from this experience?”
·       Developing managers’ skills at assignment-based development to be sure they’re able to identify, implement, and support stretch assignments.

3. Create new experiences. This requires that enough of the right experiences exist to develop people in the needed ways. Expanding the array of developmental assignments involves:
·        Creating new types of experiences to meet strategic needs of the organization — more cross-functional, cross-country, new market, and new client opportunities, for example.
·        Including developmental assignments in formal development programs — this might be in the form of action-learning projects, special assignments, or job-rotation experiences.
·        Supporting the pursuit of leadership experiences beyond the workplace, such as volunteer work, board membership, or roles with professional organizations that address development needed in the workplace.

4. Enhance learning from experience. Going through an experience doesn’t guarantee a person will learn from it. Support is essential. Organizations need to surround work development experiences with effective learning practices, including:
·         Tools for reflecting on experience and feedback.
·         Access to relationships for learning such as mentors, peer networks, and communities of practice.
·         Coaches who challenge and support explicit learning goals and experience-driven development.
·         Formal coursework and online resources that provide just-in-time learning tailored to the challenges of the specific stretch experience.

5. Promote an experience-driven development culture. When learning from experience is embedded in the culture, the gap between doing the work and developing the people shrinks. Learning isn’t added on — nor is coaching and aligning talent. An experience-driven development culture includes:

·         Hiring, developing, recognizing, and rewarding senior leaders who visibly support experience-driven development.
·         Communicating and tracking on-the-job development.
·         Rewarding employees for their own development and for developing others.
·         Valuing learning agility as a core competency — recruiting for it, selecting for it, and developing it.

Learning opportunities are everywhere and everyone knows it. The purpose of talent management, then, is to help individuals notice what should and could be learned from experience and to find ways to help the organization capitalize on that learning potential.
By facilitating a shift in mindset and culture, along with changes in strategy, process, and roles, the talent management function can improve the process of attracting and retaining talent, and developing leaders.
Source: Centre for Creative Leadership White Paper on Putting Experience at the Centre of Talent Management.