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

Attraction

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

So, the talent is an inherent extraordinary ability in achieving 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, as HR director’s of L’oreal India

We can also 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 begins to dictate the cost for qualified specialists and the employers are to provide their employees with the necessary level of personal income

Managers connect programe aimed to:

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

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

Integrating of new workers into a 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, so called, war for the talented people is sth more than just global tendency.

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

From the ancient times progress is made by talents. Innovations lead to money

The Indian world view is completely differ from the European one. Material benefits are still the most important side of Europe. While 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 a chance to realize that Loreal is their destiny.

Слоган

It’s worth mentioning that talented students are the most profitable investments. We think that it will be rational to offer the program for fourth- and fifth-years students as such ages let them get their bearings and do the right choice of their future career. This program based on the payment for the education of students in universities and conducting internships, but with the condition that those students will work in the company for 3 years.

Besides the most important thing is brand. And Indians have made their choice-they want to work in Loreal

Develop!

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

Participation in internal competitions will be a good development for staff. As motivation of constant perfection. An opinion that you can learn only from international colleagues is a mistake. You can learn a lot from your colleagues. 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, i.e. career, and horizontal,- professional. It is believed that vertical development is right, and it is the only thing to what we must strive for. Often leaders dismissed talented specialists who wanted to be managers, but there was no chance to administrative work. The trick is to not let people go where they may be wrong, but to hold them, giving the possibility of horizontal development:where they can get more interesting tasks, salary increase, "special" position. It’s clear, that if the specialist will not grow - professionally and in career, and if he will not improve his financial position, sooner or later he will leave.

The motivation of talents has nothing in common with money, they just should be interested in achieving the results. Talents must know that they mean sth for the company. In this respect we will not have problems with it as we produce interesting products and interesting tasks.

The main thing for the talent is positive results of their own work. Therefore, the most essential task for the boss is to not interfere while they create. Like in medicine- не навреди and something more about medicine.

Global corporations know that a good employee is a health one. It is a widespread practice to build sport halls right in the office. Speaking about India, we can propose to build special rooms for yoga. Apart from the physical benefits, it helps to relax. We think it can help us to create favourable terms for work.

Ok, let's return to our muttons. We have the «up or out» principle - promotion or leaving. There are clear descriptions for each level. The manager expresses wishes and issues a reprimand about work of each person. Thus people know the evaluation of their work. Every six months all managers get together and discuss the activities of each of our consultants. Accordingly, 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, help their subordinates. This is a simple but very effective method. So, all you need is to find some time for talents. Of course there are the "stars" that come out at once, but the most of talented people need time, tips, help. And the formal procedure are created to do this.

Retaining

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

There is no doubt that money is not enough for retaining the talents. To give them an opportunity of self-actualization is the only way to keep the talents. It is necessary to remember that we can’t limit them in time. The standard schedule is for ordinary people but not for talents. We would like to mention one film of Stanislav Govoruhin. Not just the bread. This film is about talented soviet scientists. Lots of them were found in prison because of the unfair treatment toward them. And when one of the officials asked them WHAT DO YOU NEED? Those insulted and semi-starved scientists asked not to turn off the light at night. CAN YOU IMAGINE IT? It shows that all that talented people need is a possibility to work.

· However, we must remember that we deal with the special people. 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 be fired with the desire to make a great progress for your company and never go to competitors.

Дата добавления: 2015-11-04