Phát giữ chân nhân tài quản trị nguồn nhân lực In general, the talent have the ability to excel, stand out in one or a few specific areas, most of them are educated and trained with the majority of them have academic titles certain position, is considered to be intellectuals But in fact, society is not homogeneous intellectuals, qualified people with talented people It draws a line that people who personal work are not permitted to absolute confusion As soon as the concept of human resources, in the sense that it is the Chinese characters, but in Vietnamese, using the concept of talent seems also different from the concept of genius people We must understand about the human talent can come in many different shapes corresponding to the type of activity and the type of material from other smart For talent of math, literature, art (the art have plenty of talent in various disciplines such as dance, acting, painting, music ), athletic talent, (sports have very different talents, different between football and weightlifting, swimming ), talent-philosophical ideas, talented military, diplomatic, business skills, talent of education So each type of talent or individual is considered a talented person, (or talent) have different roles in the operation A person is considered a talent in this field, but if they are not put in right place, they turned out even ordinary people are poor in other areas This suggests that in the personnel, we should not put the leaders so far from power and their forte In general society, there are rare all-powerful talent throughout the property So no matter the political organization of society, in any country, including assumptions as full of talented people, all those elite leaders, it is never a mistake or is removed away from democratic principles while making decisions Human history has ever had a painful fall into long periods of autocratic regimes and the regime prevailing "agency" "Done at many disabilities" - a portrait of "talent" is often drawn from hundreds of years, implicitly encompasses elements "property" and "disability." However, with "3C Talent Theory ", Dave Ulrich - who is considered the No "brain "of the world has painted a perfect portrait of the new age talent Two co-workers in a company, the first is well, doing a lot of work, but also "break" a lot of things, the second is with normal capacity, creating value within the normal range, but "break" less, even make out what is certainly The second is certainly not talent, but if the first is considered talent, it is also not satisfactory because although he is good but the value generated from that good sometimes not by other normal people, even worse According to the theory and ideology of Dave Ulrich - Professor of the University of Michigan (United States) - human resources, talent, especially in the "3C Talent Theory" (3C Talent Formula) are commonly applied around the world, proved to be available to organizations in identifying "good people", thereby fostering and cultivating them into "talent" to bring high value to organizations and society Good person is not necessarily talent! For years, we have tend to enjoy "good" and "talent" are a pair of parallel, closely linked together However, the perspective of Dave Ulrich, "good" is only a necessary condition, a person who wants to become "talent" truly also meets many other factors A "good person" will not be a "talent" as the "good" is endowed only in the form of potential lying dormant, not requisition to create value That is, whether a smart person, with some elements of the subject matter but not know how to it or not remains to be seen is not valid Conversely, there are also good person who is in the case mentioned in the article, create value, but also caused many implications, it can not be called "talent" – the “property" of the organization Awaken talent in "3C Talent Theory" "3C Talent Theory" (Talent = Competence * Commitment * Contribution / Talent = Competence * Commitment * Dedication) Dave Ulrich was built after survey, which was studied on thousands of enterprises, including more than half of the companies in the Fortune 500 list (considered the most elite company globally) interviewed more than 40,000 personnel are considered "talent" around the world Competence A person is said to have the ability when he has the knowledge, skills and values consistent with the work of today and especially in the future Three capacities related to "true": true skills, right place and the right job There are steps to identify and capacity development: Setting up a theory or standards (the current capacity of social and techniques that your company is having? Company is faced with changes in the business environment and what strategies to cope? Based on the environment and future strategic options, employees need to demonstrate what technical and society capability they have?) Assessing individual and collective (as standard, the employee will be evaluated on what they achieved or not achieved During the recent years, the talent assessment has started based on the results of behavior) Developing talent ("6B" Toolkit including Buying: recruiting, sourcing and tied talent to the organization; Building: staff development through training, real job and life experiences; Borrowing: Putting knowledge into the organization through consultants or partners; Bounding: Appointing the right people in key positions; Bouncing: Eliminating the redundancy and weaknesses; Binding: Retain talent) Monitoring and detection, capacity development (besides the property is assessed by the amount of money they generate for the company, also be assessed through the ability to create the talent) "Talent is the people who are capable of doing good work today, and especially for the future There will be very wrong to just compare achievements of the past to determine who is talent We must looking forward to see in the future which people organizations will need" Dave Ulrich emphasized Commitment The capacity is not enough without commitment Commitment means employees are willing to dedicate themselves to the success of the company In fact, there are very good, smart, fluent in but not "do" or not go away, they themselves should ultimately create unvalued and contribute nothing According to Dave Ulrich, people will often "hard" as they "create value for the organization and receive the value from the organization." "Value" can be: Vision: Objectives and direction; Opportunity: The ability to grow, develop and learn; Benefits: Reasonable salary and bonus; Impact: The result or work performance; Community: Co-workers, managers and leaders - those who build community; Communication: Always know what is happening and why; Flexibility - Working environment: Given the choice and flexibility in working conditions Previously, when evaluating talent, we usually stop at two factors: capacity (ability to work) and commitment (the wills) However, with the current and future human generation, as long as there is not enough talent there to be known and recognized dedication This means that they must be aware of the meaning and purpose of their work, even as Dave Ulrich stressed, they also need to get the "freeze", the "fullness" in life and work That would achieve the same with organizations and individuals to answer questions: I AM KNOWN FOR WHAT? Each one is expected to "shine" in the company Therefore, the task of leaders is to help employees recognize strengths and create conditions for them to be doing the right job Only when the new employee is promoted creativity and build their own "brand" in particular WHERE DO I GO ON? This question helps to build an organization in which each person feels their life has purpose and clear motivation In such organizations, employees are aware that they are doing meaningful work (creating value for society), not just to make money WHO DO I WILL GO WITH? This question emphasizes the value and importance of team work and relations of employees Leaders need to build a team where each member trust, respect and support each other WHICH POSITIVE WAY WILL I BUILD THE WORKING ENVIRONMENT? Related to corporate culture, leaders can choose the positive value they desire cheer in their organization and build it into a culture, and a common operating system for everyone WHICH EXCITING CHALLENGE WILL ATTRACT US? Leaders must make the new vision, which clearly drawn and staff recognize the opportunity to learn and grow The discovery of talent is now not only based on "they can complete their task or not", but also "likely to undertake new challenges or not?" HOW DO I FACE WITH RULES FOR CHANGE AND ELIMINATION? To be able to deal with increasingly volatile environment, leaders need to encourage the spirit of learning and steadfast in their organization, and must find a way to "re-use" of ideas instead of "elimination" WHAT MAKES ME HAPPY? "hate" culture, blame tends increasingly popular (even the company deliberately created rivalries, conflicts between staff and see it as the engine of growth) The leader need to create cultural problem solving, listening, understanding within the organization Thus, new employees feel to live in a comfortable environment, strong (mentally and physically) and not too much stress as it is now” In "3C equation" as mentioned above, three variables are connected to each other exponentially, not arithmetically That is, if a variable is lost, the remaining two variables will not be replaced For example, people have less capacity will never be "talent" even when he has the dedication and hard, and vice versa In other words, the talent must have the skills, the wills and purpose and must be made through the work, dedication and hard Talent is the most important asset of the company The employee's departure will lead to better range of issues such as tamper organizational whose structure is stable and the company lost a lot of time to waste and costs to remedy, loss of significant customers, loss of trade secrets, know-how and technology; affect psychological and productivity of the team and the company, so how to attract and retain talent for the company? Here are some strategies should companies to attract and retain the best employees: Rating managers Measuring the number of retired employees through their managers, this is the crux of the problem The poor managers will delay efforts by employers to attract and retain the best people Once you have identified the problem of the manager, help them Using the method of evaluation and assessment tools to find out why the manager becomes the element off staff, then train them to help them to be come better leaders Good management is the decisive factor for employee retention Building recognition cultural Giving managers responsible for finding out what employees can make further progress Giving rewards for outstanding manifestations This gives people a chance to shine as a good job Some examples of employee recognition is: thanks, employee of the month awards, certificates, positive recognition will help creating a productive working environment Creating an fair competition environment Creating a working environment where employees are normally encouraged To achieve this, there should be an open workplace communication, spiritual atmosphere of cooperation and trusting Talk to the employees, tell them where the company is heading and the plan to achieve it Also remember to mention the importance of their role in the plan and explained that they are indispensable elements to make the company successful If you want others to trust yourself, trust themselves firstly Give others an honor and they will not disappoint you Creating an environment for personal growth The applicants now want the opportunity to develop themselves and continue to hone skills, abilities and experience Investing heavily in training, staff development and encouraging employees and the company will benefit from that For all who are involved in the training snack will help them improve their skills, increase self-worth and self-esteem comforted them Prove to your employees that they have no reason to go to have the opportunity to grow and reproduce from within the organization Making good impression The next thing would make employers hard: employee salaries and benefits provided them as much as you can right from the first day The aim is to reduce the rate of quitting and retain talent So if you lower initial wages down 15%, whether enough savings to pay for the talent if retained another company to pay them higher wages? Certainly not Make a good first impression and know that you have to pay them at the highest level you can be in their position As each individual advancement, their salaries are adjusted accordingly Getting to know the value of each job and soon pay they deserve Putting right people in right position Ensuring that employees are put in suitable place on their ability, interests and personality When employees are at the right place, with the ability to match job requirements, preferences consistent with the nature of work and the way that suits the working environment and the ratio will fall off staff and to increased productivity Employers can use the assessment methods to determine the requirements of each job based on ability, interests and personality fit, then use this information to place its employees on the work that they accomplish Creating compelling challenges The favor or "pampered" by the job can simply make employees feel boring Meanwhile, they will gradually lose creativity, interest and motivation to work The smart managers will always provide them with compelling challenges as a project in a new area that they are interested or time limit for completion of work Emphasizing the importance of employees to the company Employees will feel committed to the company if they feel they can contribute to the development of the company to a higher level So, talking to staff about the importance as well as their compatibility in the long-term strategic plan of the department or company Actually empowering subordinates As a leader, make sure to have the vision, the ability to identify opportunities, ability to plan and implement But one thing leaders can not ignore is the sense of the importance of seeing the good and the trustee of certain powers so that they can work well Once you have decided to entrust responsibility for, the leader must trust them and let them their job and not "spying" or harass them Managing transparent human-oriented Management oriented people will help staff optimizing the ability if the manager creates rewarding creativity and dare to take risks (calculated) This management style focuses on psychological staff, understanding their needs, considering the construction of a staff development so that their needs consistent with the needs of the company Manage a transparent means to share leadership with the staff about development, the actual situation as well as the challenges and opportunities that the enterprise is facing By openly communicating, the decision will now be the consensus and support of staff Employees need to understand the responsibilities, their rights and know that the goals must be achieved along with the company Enterprises must develop and publish criteria for evaluating an obvious way to reassuring people develop creativity without fear of war or repression Promoting creativity of employees will help the company improve their competitiveness Almost of us are keen to have a rapid assessment method, easy and less expensive to retain talent But this is impossible Attracting and retaining talent can take time, effort and money By adopting the above strategy, the company can avoid the reasons of leaving and decided to keep the organization's success Reference: 1.http:/vef.vn 2.http:/tailieu.vn 3.http:/quatridoanhnghiep.edu.vn 4.http:/vieclam.tuoitre.vn 5.http:/alphabe.com ... find out why the manager becomes the element off staff, then train them to help them to be come better leaders Good management is the decisive factor for employee retention Building recognition cultural... tell them where the company is heading and the plan to achieve it Also remember to mention the importance of their role in the plan and explained that they are indispensable elements to make... Therefore, the task of leaders is to help employees recognize strengths and create conditions for them to be doing the right job Only when the new employee is promoted creativity and build their