While people management or HR can be said to have evolved like any other discipline, it has also had its fair share of challenges associated with most of the components of its activities starting from entry to exit. As HR move to a more strategic role, methods of addressing these issues are becoming more complex, given modern workplace composition.
Kindly read and advise on the case below.
Olajide is a newly-employed Human Resource Manager of Dan-Kokori Manufacturing Nigeria Limited. Part of his duty as highlighted in his job description includes ensuring best employees are attracted, motivated and retained in the organisation. For him to achieve this, he would need to find new methods of attracting talents which could be through any of the digital or social media platforms. Olajide need to be mindful of the generational differences that define the medium that will attract different generations. One of such peculiarities especially for the new generations of employees i.e. millennials and Gen. Z is the penchant for jobs with some level of flexibility. Also, worthy of note, is that these new generations of employees desire autonomy, ability to make a difference and opportunity to showcase their uniqueness within an organisation. Management’s charge to Olajide also includes reflection of issues, such as diversity, especially to the extent that they can generate new ideas and better project incentives and then promote team work.
Olajide was also meant to understand that the inadequacy of technical talents, both in the past and possibly now, makes it difficult to fill specialized positions, especially in certain fields. The organisation being highly technology-driven, experiences a shortage of employees with the best training and competencies to perform in niche jobs.
At the last management meeting, Olajide was further informed of the criticality of retention following high turnover of top talents in recent times. As a consequence, the organisation needed to offer more incentives in terms of benefit packages with the hope of reducing the rate of turnover, thereby reducing the risk of depleting the talent bench.
The key expectations from this assignment is for Olajide to identify key talents across the board and to faction appropriate attraction and retention strategies that could be unique to the business.
Currently, Olajide is faced with the issue of building a workplace where employees are motivated, inspired and coached to become top performers. He needs to understand what motivates employees and incorporate them into the organisation’s reward system. Finding out why people are leaving and addressing the issues is a role that he must play as HR.
As the HR Manager of his organisation, Olajide is at the receiving end of every complaint from employees, management and even from the CEO. Despite the high rate of unemployment in the economy, Olajide still finds it difficult getting and retaining the right talents. The challenge could be seen from the fact that filling a single vacant position sometimes take months of head hunting.
As HR professionals, please advise Olajide on:
- Strategies for identifying top talents
- Strategies for engaging and motivating these top talents that would be enough to keep them.
- Suites of interventions/initiatives that would be capable of making even the most mobile top talents wants to stay back longer.
- Readiness for the future.