Nurture of Talent in corporate

“The management is keen to keep you in our organization “– a sentence from typical HR Manager and Marketing Head.

You must be thinking what is that? Hummm…… But, today I am going to give you my thoughts on HR and Valuing the Talent in corporate world. I might have little knowledge on the above issue but what I am going to write is from my own observation and experience. It might defer from readers point of view.


One of my friends has just resigned from one company and the drama has just begun. It is but obvious after any employees’ resignation, management try to retain the employee. But generally management does not get success in that. We have to just think why this?

Generally HR is not very clearly focused and has not co ordination with marketing department. Any employees’ performance is observed by his superior marketing guy. And it is natural. But my thinking is that HR is not in touch with that superior marketing staff. This is very crucial. There should be some 3 month review with Marketing superior and HR Manager. This will give better idea of employee’s performance and importantly this feedback will help management to retain any employee. First if the employee is very good in performance he should be given preference to get monetary growth as well as managerial growth. This may do by any test or evaluation method. Once any employee is avoided in this above two reasons he will try to find out another way.

If management is successful in this, it will never face of any so many resignations. Another important aspect is that Management must focus on young talent. Because they are very hard worker and physically fit as compared by middle age employee. They can give much better result too. So management has identified such talent and design some reward for them. This should again match with middle age employee performance as they are senior to them and do not create dissatisfaction.

Second is management must find reason why they leave the organization? Is it money, designation or personal reason? As per my thinking I define Growth in terms of three things – that is by Monetary, by designation or by profile. Employees will leave any current employer by keeping this 3 main reason.

So by keeping these 3 main reasons in focus, management has to come out of performance system. After identifying the talent HR and superior have to decide which talent deserves growth in terms of money, designation and profile. These will also cover the employees’ basic skill and characteristic. No one will find dissatisfaction. And management is also able to satisfy their employee by offering money, designation and profile as per employees’ skill.


I want all reader to read my blog and share their view on this.