Phân tích đặc điểm của những nhân tài trong DN và phương pháp giữ chân nhân tài e

PHÂN TÍCH ĐẶC ĐIỂM CỦA NHỮNG NHÂN TÀI TRONG DN VÀ PHƯƠNG PHÁP GIỮ CHÂN NHÂN TÀI “Talent” - this phrase is meant to be a talented person When there is only one person and said to be a talented It means that guy is a talented and his talent was recognized by everyone, even in a certain aspect So who is he/she among us? How can we find a talented person? This is the question that makes a lot of headache to leadership Many leaders see incompetence around him, but the truth is that until that incompetence moved to another company, the leader realize that he had lost a talent To bring success to the company, the discovery, training and retaining talent is a huge factor that affects to the success of the company Sometimes it is a decisive factor for the company boom To learn more about the talent, we first review some expression of talent People often say: “beautiful, dirty, and rich” This statement was summarized in a long time and it is mostly true Many people only see the disability and not see the genius of talent A talent person is always with disabilities According to Challenges magazine (France), more than 80% of directors in France are at least two or three times complaining about the problem of disabled talent in the company, such like being late, smoking in "No smoking" places, or making their working table become the warehouses desk , they dress begrime in meetings with partners If the leaders know the struggle and suffer with this disease, they may retain the real gold stock, whether they act like no other Do not have an incentive behavior with their working place if it does not cause too big impact to the surrounding environment The outstanding advantage of the talents is that they hate flattery because they have high "self-esteem indicators", plus pride sometimes styled "the meanest down." This character makes talent hate flattery or falsehood, requiring everything to be clear and fair Talent hates lucky incompetence For talent, success only comes to those who have their brains and talented Another feature of all most talent is that they prefer working independently Though the situation in the entire company personnel required choosing a certain side, they are always in the middle Due to the high independent, talents are considered excel, less sociable and arrogant An environment full of conflict will destroy mercilessly talent Therefore, the wise leader has to solve this problem Just because of their character, working independently capacity, they are quite stubborn, always what they think is true even if it is totally different from the majority Fashion is one of those talents never notice, many of them dress sloppy and sometimes dirty Psychology of talent is conservative, not blandish, like going against the majority By their own ways, talents usually find great pressure to meet the conundrum that people often not find Therefore, the talent talks, the leaders should listen Coming with this way, the talents have a strict right to express them and the others They are never easy to be satisfied with the results of what they have done They always dig to solve their own way; maybe discard all the research net in many years just because they find out more excellent answers Therefore, they are always busy; they work harder and have more interesting to deal with They like working independently Working under discipline is a real punishment because it kills their thinking Talent is always misunderstood by others as a dominant player, but the lateness of them is ten thousand times valuable than "absorbed" attitude of the ordinary people However, everything has the limited If they are so extravagant, they will be thought to be eccentric, depending on each case, the leader should have suitable solution The talent is often outspoken They are not good speaking So they just have a few friends, especially good friends because people think that the talent is extravagant If only preferring ductility employees, the boss will never have the opportunity to take advantage of talent I have a friend, his face always looks like buckled up He always talks what he is thinking and never feels fear with what the others think about him He is a really talent at working and I always feel relieved with his help because it is always successful The biggest mistake of a talent is the negligent The neglect is not the same as the neglect of ordinary people It is when they are thinking; they never care for anything around them even a big bang My friend has that personality Sometimes, I asked him about a problem in many times but he never answered But I am never angry with him because I know he is concentrating on something so that he never cares for anything besides Talents always work more than the others ten times and always give smartest ideas If they just accept you, it means all your work will be addressed Because of this character, when the other feels satisfy with going to work every morning then coming back every evening, talents always wrestle with ideas and ideas Therefore, they always look frowned irritated Talents hardly ever flaunt their knowledge They only keep silence in the loudly meeting, even the others scream at the boss Talent’s initiative is often powerful Loving fair so they often require deserved remuneration This is not the petty whining of those management and greed resources The attitude of self-assessment is very fair He - in the interviews - go straight to the issue of wages and have dizziness wage proposal Talent often cannot stand the patronizing tone of others, especially of those who is useless In particular, they not need any experience If you are an old and pretty much get from that to "teach away" with them, you will fail Many people think that an experience people can something huge, but reality has proved that much talent work effectively than those who has "empty" experienced All above has been enough for us to realize a talent yet? Indeed, in a corporate environment, talent has to prove their success in the job When you see a guy sits all day and does nothing while being assigned a lot of work However, until deadline, all tasks have been solved That is a talent They have different ways of working people, but they always find answers and solve more quickly than the other people doing the same job Looking for additional ways to communicate or he is assigned to work twice as hard to really test the capacity of him There are many good people in a company With an increasingly competitive environment and the larger the company gets, the more good people are in Entrance exam and interview process is one of the recruitment that is used by many companies to find the best people For example, good people are good at school There are a lot of companies select students at famous university to work They have stronger knowledge than many others Some of the companies seek talented employees who have positions or from other units because they have to achieve that However, not all good people are talents, it is only a necessary condition of a property According to the characteristics of the resources noted above, we can put together the following to identify talented employees in the company:  They always understand their value They have special skills that no one can  copy and imitate They can answer the most difficult questions Almost anything you asked  them, they know although they did not on that part They not need the position; they just like working and having adequate  remuneration They are confident, less persuasive comments hearing or working  discretionary And finally: they are willing to the task and achieve good results, they not mind working until 2am just to settle the job When identifying talent, leaders must to retain their importance and use? That's what makes them become your talent, not talent of units or other organizations According to Professor Dave Ulrich - the human resource brains of the world Talent = Capacity + Commitment + Dedication Such a person who is considered to be a talent of the company, they must have the capacity to work; they must commit for work and dedicate for the company About capacity: Capacity is right skills, right place and right job So first you have to understand your talents, properly assess their skills, giving them the right position to work and develop When given the right position and duties, their skills will develop extremely effectively So the question in this case is if their new skills in the form of potential then how? Being good at theory is not like being good at practice, as well as a gifted music, without music lessons, piano lesson, then they finally just a person that has capable of singing, music perception But they cannot be a singer Thus, when leaders discover talent, they should train and give the right directions for talent so that they can become a true talent According to Professor Dave Ulrich with given arguments in the 3C principle, there are 04 steps to develop talent • The first is to establish a theoretical benchmark What current capacity of the digital society the company having? What problem the company is facing with changes in the business environment and how to develop strategies to deal with? Based on the environment and future strategic options, employees need • to demonstrate their technical capability? Second, assessing individual and collective Once having standards, the employee will be evaluated on what they achieved or not achieved In recent years, talent evaluation has started based on the results of their work and how • they behave Of course, talent is going to have outstanding results Third, this is talent development In this step, the company conducts staff development through training, practical work or life experience Bringing knowledge from outside through consultants or partners Beginning to appoint the right people in the key positions and eliminating the redundancy and • weaknesses Fourth is monitoring and capacity development Talent is the person who has ability to good work today, and especially in the future We will downright mistake to compare achievements of the past to determine who is talented, but look forward to see in the future; their organizations will need what kind of people Once talent has been developed with the capability and inherent qualities, they will progress very rapidly and be different from ordinary people Then, you will be faced with an age-old problem That is how talent has long term commitment to your work and dedicate to your company The capacity is not enough without commitment Commitment means that employees are willing to dedicate themselves to the success of the company In fact, there are very good, smart, and fluent in but not "have to" or not go away themselves, ultimately they create no value and contribution Previously, when evaluating talent, we usually stop at two factors: capacity (the ability) and commitment (the wills) However, with the current and future human resource generation, as long as there is not enough, talent must be known and recognized dedication This means that they must be aware of the meaning and purpose of their work, as well as Professor Dave Ulrich: talent needs to get the "freeze", the "fullness" of life and work This will be achieved when leaders with organizations help them to seven answer question: Who am I? (And they understand their position, role and responsibilities in their organizations ) Where will I go and Why? (What the organization help them to achieve their goals); Who am I going with? (How the organization build the support group); How I practice mental? (How organizational behave with standards such as the humble spirit, a spirit of service, forgiveness, gratitude ); What challenges will I have to pass? (How organizations help them to overcome challenges easily, excitingly and interestingly); How can I access resources? (Organizations help them to solve health problems, space and financial needs); What is my inspiration? (What the organization will to make them feel comfortable and happy); Thus, the leaders listen to their opinions whether they presented it odd, and not reflect the opinions because talent always has the right resources and certain ideas extraordinary After studying, if that opinion is not consistent with the current circumstances, the leader must show them the reason why that reason cannot be implemented at the moment When the talent say an idea, they are like kids, just want to make immediately to see how the result is Put down their wishes or not even listen to them will make them seriously hurt The leader should praise and encourage them to set out ideas Second, we should create an ambient and comfortable work space for talent As mentioned above, talent hates the spontaneous, they can go home early, but later their work is always guaranteed and no one else can like this You have to be flexible in the way they manage Along with this, you have to protect them from the language of the company Assigning them a position that does not bear too much of the management of the others so they can focus on that without anything about them However, the compassion must be balance with discipline The most talented people are brought to success when they are located within the boundaries of safety As if they need to be self-governing, they also need to know their limits Creating space for their work but also comfortable enough to allow as possible to develop their talents without affecting the structure of the company Let's focus on what can help them without effort separate from the organization - that is the most important thing Third is to facilitate their learning and wake up their potential As mentioned above, a good person is not necessarily a good talent because of his infamy is only potential, and need to wake up to make it grows and becomes a weapon for the company Let the talent realize that you always know his power; you need them for the company, only they can help you overcome the most difficult problem You want them with you; accompany you and the company to reach the targets that they themselves always wanted to reach Give them the most suitable jobs, the most difficult task and requires them to make an effort to complete Talent loves challenges, the more difficult the more they want it to be done and they will perform for completion by the optimal answer When they the job, provide resources to the maximum extent around to serve, making them as comfortable as possible to promote capacity Talent needed inspiration to work, they as well as an artist, a musician, to have inspired the new work most effectively I know that Google, the world's leading companies on a meritocratic organization and different work ahead of all other companies in the world If the other units, they are organized in departments, positions, parts, work in the building, with suit, tie and shiny black shoes, then Google employee working in the design office as in the private room with full of toys, equipment and utensils activities (See Appendix 1) Even Google also arrange for a private chef kitchen and a bedroom for staff Many Google employees work at home because they not want their company to be full all the things necessary for life They can both work and play table Foosball, they wear clothes that they want Google generate qualified staff and resources to only need a single work is focused to offer creative ideas for their work and eager to work On the management side, Google does not have a particular department They include the group project It follows a project, people working together and to split each of the other groups can go to a job with a different, nobody managed each other, only job can manage them Of course, achieving conditions such as Google is not easy, but it is an example for creating workspaces and providing financial resources for the development of the other units to study Finally, an indispensable problem in retaining talent, to their commitment and dedication to the company, should be paid off Employees who expect to be paid well deserved Talent is longer than that They always know who they are and where they stand so they always require the company to pay compensation commensurate with what they bring to the company Not too high, not so low, just pay them properly for what they bring to the company In this work should also listen to their opinions and their suggestions on how to harmonize with the individual interests and collective interests In summary, if you are a manager, please see the staff in your company There may be more talent in it, they have other characteristics that people share through this article you can see them in some of their employees If you recognize them, to rate their abilities in the right way, enabling them to develop their own potential for them to reach new heights To create conditions for them to grow up and show them you are the same person they can go to the end of the road The company is where they will commit and devote their abilities As you can see to uncover talent and retain talent through this article is not too difficult, however, to carry out, the leader is also a talent – talent of management and using resource References: Website http://yume.vn the Economic News Vietnam Education Network Website: www.Edunet.com, soft skills categories Website www.thitruongngoaihoi.vn Appendix 1: The office of Google Google's office as a yard of a family 10 11 12 ... flaunt their knowledge They only keep silence in the loudly meeting, even the others scream at the boss Talent’s initiative is often powerful Loving fair so they often require deserved remuneration... the research net in many years just because they find out more excellent answers Therefore, they are always busy; they work harder and have more interesting to deal with They like working independently... the entire company personnel required choosing a certain side, they are always in the middle Due to the high independent, talents are considered excel, less sociable and arrogant An environment