Talent Management Q) The company is facing challenges in attracting and retaining talent. Diagnosis required then treatment conceptual framework on research based what issues they might face. Step 1: A research on similar case on issues Step 2: Locate if a local trading has the same issue? Step 3: Resolution towards designing talent management effective Answer: In all companies, talent is the foundation to building an ideal team that is capable of facing new challenges and ensure growth. That is why it is essential to have the best employees possible. For small and medium-sized companies having to compete with big firms with large budgets, better visibility and consolidated labels, at first, seems very difficult. The good news is that it is possible. In Chile, María Eugenia Miranda, founder and general manager of Alfa Consulting, affirms that company leaders must focus their labor supply on the life quality offered to employees. A flexible work schedule and work geared towards achievement of goals should be the starting point. Other non-monetary factors such as shorter work hours on Fridays, lunch time workouts or an extra week of vacation also play a role. Another aspect that can also mark a big difference with larger companies is the possibility of making decisions and working independently. Employees- especially the younger ones – strive to be key players within their teams, which can be achieved easier in small groups where the structural organization is horizontal and it is possible to quickly acquire greater responsibilities. Due to the lack of a human resources department it is generally the owner who takes on the task of attracting workers but that does not mean that the hiring process should be improvised. The first step in organizing this this process is to create a document containing the job description, including individual profile, objectives, scope and limits. It is necessary to define knowledge, capacity, experience and type of personality required for each vacant position. Once a talented worker is hired it is advisable to implement a way of retaining him or her. Below you will find five tips to put into practice at your company: 1. Create a unified team: generate a good and attractive work environment and make that one of your biggest assets. Encourage a joint vision and have a diverse and efficient team, fostering the development of new ideas and collaboration. Talent Management 2. Propose projects that generate expectations: set out challenges that are not overly ambitious and that are fully realistic, which motivate and require effort. Emotional aspects should be considered upon assigning important missions that generate commitment. 3. Commit to their development: professionals like to picture the horizon, know their possibilities of promotion and continue their professional development. 4. Recognize their value to the company: make them feel that their presence is decisive in achieving objectives and recognize a job well done. 5. Make your company a happy place: this increases motivation and productivity, retains talent, reduces absenteeism and generates more ideas Common HR challenges of Textile manufacturing Recruiting and retaining talent with skills unique to specific manufacturing niches is one of the challenges in manufacturing that continues to confront employers. In fact, a Tooling U-SME Millennial survey revealed 8 out of 10 manufacturers have concerns about meeting workforce demands over the next 5 years. Talent Management Employees with specialized skill sets are hard to find, and the scarcity of candidates makes positions hard to fill up. While mechanization and automation have taken over vast areas of manufacturing, skilled workers are still needed throughout the manufacturing process. Solution – Recruitment is the heart of any meaningful recruitment strategy and doing it alone can be a setback. When internal resources are not enough to find the right talent, employers need to look for recruitment services that specialize in customizing candidate searches to meet their company’s talent needs. Recruitment services usually involved a 3 step process: Defining the needs for your position/job title Sourcing and screening for pre-qualifying candidates and conducting interviews Presenting top-tier candidates and obtaining feedback It’s important to take the necessary time to find the maximum number of highly-qualified individuals, as recruiting is expensive. Defining your needs before searching will help you overcome hurdles in the later interview and recruiting process. Have questions and necessary skillsets as a requirement for applying. Also, consider apprenticeship programs for qualified talent. These programs, similar to college, offer young adults the opportunity to train in practical and class work in order to fulfill critical thinking necessary for manufacturing positions. There’s a clear need for workers who can inspect and design products and machinery far beyond pushing a button, and these apprenticeship programs are viable resources to discover that talent. Employee deficiencies in requisite skills In a survey conducted by Deloitte, manufacturing employers reported that the most serious skill deficiencies of their current employees are: Technology and computer skills at 70% Problem-solving skills at 69% Basic technical training at 67% Math skills at 60% The skills gap helps trigger a succession gap that can disrupt business continuity. Prolonged vacancies significantly add to HR costs on downtime, overtime, and production-cycle time. Solution – By creating an adaptive talent supply chain, disruptive technologies will not impede process life cycles. The supply chain model will foster continual talent training, including cross-functional development where employees are encouraged to go on tours of duty to different parts and regions of the company to learn new skills on the job. Talent Management Safety Safety is one of the HR challenges in manufacturing that involves protecting workers from the physical dangers of processes and machines. In a plant or factory, for example, people can accidentally cut themselves by improperly handling machines or tools. Others may trip over slippery floors or sustain severe injuries. Solution – Safety can be achieved by making manufacturing safety training a priority. Training should include identifying training needs, timely training schedules especially for new procedures and other changes, conducting emergency drills, maintaining machinery and equipment, and posting safety warning signs in strategic locations. More importantly, as the lead safety enforcer, you need to show your employees that you’re following the rules by wearing your own hard hat, safety glasses, and respirator mask. Developing and implementing an effective talent management strategy plan 1. 2. 3. 4. 5. Step 1: identify organizational goals/priorities. ... Step 2: identify organizational drivers and challenges. ... Step 3: conduct a gap analysis. ... Step 4: define your HR priorities and goals. ... Step 5: inventory your talent management processes/functions.
