Today we’d like to tell you about the Manager Connect Programe of attraction, development and retaining talents. To begin with, we must give a definition of the word talent. Let us remind you about

Attraction

Today we’d like to tell you about the Manager Connect Programe of attraction, development and retaining talents. To begin with, we must give a definition of the word talent. Let us remind you about associative arrays. One of us will say a word, the other will say his association to it and so on. The word is «talent». So, talent – creation – freedom - result.

So, the talent is inherent extraordinary ability in receiving (achievement) great results which will be estimated by the director, manager and consumer.

It’s obvious that people play the pivotal role in the company’s success. Therefore, the impact of talent outcomes on the business revenue and profit.

According to our point of view the main stockholders are:

Jean-Paul Agon

President and general manager

JEFF SKINGSLI

Vice President, General Manager of Human Resources

And of course, we are! As HR director’s of L’oreal India

Our dear consumer!!!!(про потребителя забыли)

Also we can speak about one more interested party - the staff itself, as the deficit of well-qualified professionals and swift development of the technologies have led to the situation when the market begun to dictate the cost for qualified specialists and the employers were to provide with the necessary level of personal income of their employees.

Managers connect problem aims to:

searching and picking talented employees, guiding by their personal qualities and competences.

working out and developing of long-term international strategy of the advancement of the world-famed employer’s image.

Integrating of new workers into the new sphere, supporting and advancement of principles of varieties in the company with the help of ambitious projects at all levels of the Loreal.

Answering the main question of the case, we should mention that the war for the talented people, so to speak, is sth more than just global tendency.

talented employees is a necessity, it is the result of deliberate actions, intuition, and competent management. «Staff decides everything».

From time immemorial progress is making by talents. Innovations lead to money.

The Indian world view completely differs from the Europeans. Material benefits are still the most important side in Europe. but the priorities of our audience are family, religion, mutual aid and customs. Destiny and karma are very important things for Indians. According to this point we must give them to understand that Loreal is their destiny.

Слоган

It’s worth to be mentioned that talented students are the most profitable investments. We suppose that it will be rational to offer the program for fourth- and fifth-years students as such age lets get their bearings and do the right choice of their future career. This program is consist on the payment for the education for students in universities and conduct internships, but with the condition that those students will be working in the company for 3 years in future

And at last brand is a major thing. And Indians had made their choise-they want to work in Loreal

Develop!

For hundred years of work in the market company L'oreal has united 130 countries of 23 global brands that allows this corporation to carry out training and development of the employees, exchanging experience of the various countries.

A good development for staff will also be internal competitions and tenders. As motivation of constant perfection. Opinion that you can learn only from international colleagues is a mistake. Often so much can be learned from a colleague, who sits at the right hand of you.

There are two types of professional development: vertical, or, career, and horizontal, in the profession(our own field). Somebody thinks that vertical is right, and it is the only thing to what we must strive. Often leaders are dismissing talented specialists who want to be manager, but there was no ability to administrative work. We must hold them, giving the possibility of horizontal development: the more interesting tasks, salary increase, "special" position. It’s clear, if the specialist will not grow - professionally and career, if he will not improve the financial position, sooner or later he will leave.

The motivation of talents has nothing in common with money, they should just be a stakeholder in achieving the results. Talents must know their meaning for the company. In this sense it is easier for us we have interesting products and interesting tasks.

The main thing for talent is positive results of hisown labor. Therefore, the most essential task for the boss is not interfere on talents field. Like in medicine-не навреди and a little more about medicine.

Global corporations know that a good employee is a health employee. It is a widespread practice to build sport halls right in the office. Concentrate on India we can propose to build special soundproof rooms for yoga. Apart from the physical benefits, yoga brings the peace of mind, and struggles with stress. We think it can help us to create favourable terms of work environment.

Ok, let's return to our muttons. We have the principle «up or out» - promotion or leaving. There are clear descriptions for each level. The manager expresses a wish and issues a reprimand about work of each person. So people know the evaluation of their work. Every six months, all managers get together and discuss the activities of each of the 130 consultants. Well, if there are stars, we’ll know about them. We have a good system of feedback, employees receive report from formal and informal channels. Also, each employee has a mentor who continually monitors and if necessary helps to their subordinates. This is a simple but very effective tool. To sum up, it is easy, all you need is find a time for talent. Of course there are the "stars" that are lit at once, but most talented people need in disclosing, they need time, tips, help. So the formal procedure are created to do this.

Retaining

Buy a star is easy, but to create a star team in the company is art of management.

There is no doubt money is not enough for retaining the talents. Give them an opportunity of self-realization is the only way to keep the talents. It is necessary to remember we cant limited they in time. The standard schedule suits is for ordinary person but not for talent. We would like to mention one film of Stanislav Govoruhin. Not just the bread. This film is about talented soviet scientists. Because of rhe unjust regime some of them were found themselves in prison. And when one of the officials asked them WHAT DO YOU NEED? This insulted and half-starved scientists asked not to turn off the light at night Can you imagine it?!

· However, we must remember that we deal with the people with thin psychic organization. They are so vulnerable, if for someone harsh criticism is the way to self improvement, for talant it is the press.

· In fact, it is not mystery, how to keep the talent person in company

· especially in India where a good relationship is so valued.

It is impossible to buy a talent, he is like a child, who must feel love, respect and trust. In this case he will burn with desire to make a great progress for your company and never will go to competitors.

Дата добавления: 2015-11-04