Take-away from Aashiqui-2- A Human resource viewpoint aligned
with effective talent management


By

Dr. (Mrs) Vijit Chaturvedi
Associate Professor
Lingaya's University
Faridabad

Dr. D.S Yadav
Associate Professor
Raja Balwant Singh Technical Campus
Agra University
Agra
 


To start with the meaning of the word itself will be good as the word itself connotes to a Passion, devotion, a true commitment, loyalty and strong belief and motivation to achieve a goal and keep feeling energetic in this state of mind. Through a archetypal movie like this an entirely inimitable and exclusive feeling, impression about the commitment, loyalty, passion and devotion that one believes in sustaining and maintaining a relationship or  to the best possible extent is created in the heart and minds of all those who have watched the movie  purposely

It reflects the true passion if applied in the sense towards achieving goals the commitment that one can have to achieve what one wants. As we say learning is limitless and has no boundaries the same applies when we analyze the movie with a managerial dimension. These dimensions with managerial aspects and few HR perspectives are as follows-

1. Developing, monitoring and sustaining talent Organization takes special care in hiring, selecting and training and even while delegating that the talent present in employees at different levels can be explored. This is not only important, equal focus on maintaining, a sassing, and updating employees about their capability   so that no factor extrinsic or intrinsic should deviate them from their goal.

This is also important because at times because of setting one's own achievement may make employees develop false pride, may feel other inferior or start over expecting and if these expectations are not met may even start feeling negative leading to stress and low productivity. This may largely affect their leadership skills and competencies leading to low team spirit, low performance, low motivation and declining commitment and above all losing talented employee.

2. Developing transparent communication channels and training employees on self awareness- As tough it is to develop and sustain the talent so difficult it is to maintain consistency in the skill and capability level of employees. Thus employees should be timely provided feedback on their performance, gap areas, conducting regular reviews, feedback to check on their competitiveness level to prepare them for future roles and also identify if they are willing and capable of holding those roles. Avoiding, delaying, ignoring or over expecting from key talent that they will always manage at their own will not be sufficient .The way of intervening may be different but regular check points to create  a balance  between  the task delegated ,present performance and possible areas to avoid resistance or distraction need to be carefully studied.

Whether by training them on value based performance or self awareness workshop, ethical training, efforts should be made towards keeping the talented employees self aware, conscious and alert about all such factors that can affect their performance  involving these talented employees in decision making, providing sufficient work autonomy and rewarding them for their contribution and through mentoring focussing continuously on their output and cross checking if any gaps exist needs to be controlled.

3. Developing an X-ray vision to identify talent and developing it for future- The next important aspect is  to keep strong eye on  the best available talent in and around  and strengthen own selection  and procurement channels to  bring them and further maintain by providing support, training , supportive culture, good working conditions and utilizing their talent  along with equally rewarding them. Talent is not only bound and limited to top positions or jobs involving too varied analytical skills but can be judged and understood in different ways at different levels thus it is not only the task of managers but all those who are involved to identify talent at different levels for futuristic needs.

4. Help employees to enjoy success  without getting overshadowed by it- Organization through its creative and collaborative culture can create an integration between  goals of organizational and individual and help people to succeed but it is equally important to keep a balance between success, pride and over confidence leading to stress, negative competition , political culture or over expectation forms elf leading to anxiety, stress, health related problems because it is equally important to create a  spiritual attitude between  work and expectation because not position people are important as they are creative and are pools of knowledge and capabilities. So ,focus should be more on understanding the behavioural perspective behind performance so that real potential along with the possible inhibitors can be assessed and if required suitable remedial changes through organizational system, policies, functions and procedures can be introduced.

Thus, work can be treated a s a passion because capabilities matched with success are a passion  and is an addiction but as individual human being we need to be aware of keeping a balance between the limits and the requirements  so that neither personally nor professionally we are suffering.

5. Positional Leadership is all about creating a difference: as it rises so it falls Even if we have best  manpower inventory a and rich talent pools with us  the need of assessing , comparing, involving and updating it on its results and  gaps is necessary. It is the result which speaks about the   effords, capability, interest, involvement, support and expertise of the performer .So even if we  have rich talent reservoir need is to keep an eye on talent pipeline which has to be enriched regularly and  creating a culture of performance rather than discussion and preparing the employees  with the same belief that setting leadership is about  creating an influence through our work which is highly visible and beneficial for smooth running of organization . With such competition and availability of talented employees to serve as successors organization ahs to keep a highly open minded approach and be sensitive towards  building sustainable leadership in its people.

6. Confronting rather than withdrawing- One of the very important trait to be developed with special relevance to talented employees is that they should stand hard against the adverse circumstances. One has to develop the belief as a loyal employee that if I have the ability and willingness along with  a true intent nothing wrong can happen provided one is introspecting oneself always and  keeping a check on own to avoid any distractions of wrong that may affect image, performance  leading to non-accomplishment of goals. Similarly organization should keep a welcoming approach towards concepts like whistleblowers, conducing psychometric tests so that consistently focussing on knowing the real problem or concern through a suitable intervention can be worked out. A proper mechanism should be developed to create a culture of openness and positivism so that instead of cribbing or complaining against the system, policy, structure  employees  should themselves find solution and resolve the issues if any. This will help in creating a strong culture and flexibility in the organization.

7. Fccusiing on talent pipeline and succession planning -In terms of talent analytics utilizing it at best organization should either through its HRDBMS or varied other software should keep a check on competency framework and assess its competency grid to take inputs on its future talent for holding key positions in the organization .Organization should have its contingent plans to meet out the requirement if something of all of a sudden strikes. Similarly organization should foster a culture of leadership building so that new successors do not hesitate in occupying higher role with determined success.

Thus,  leadership, focus on talent pool, preparing and encouraging talent to  believe in their strength along with cross checking their performance and being strong enough to face all odds  are important factors that guide sure success. No doubt that a work  in which we feel highly involved and committed and which can utilize our capabilities along with giving opportunities to learn and experiment more  with equal rewards is highly motivating   and becomes  passion for  the one who holds but care has to be taken that this passion should not result into creating  problems for others or overachievers should  feel ignored or no monitoring on their performance  is been done because such practices can have fatal results .If with an employee perspective (a talented employee)  we do not understand this it will only lead to stress and low performance and  making us to loses trust and confidence on self.
 


Dr. (Mrs) Vijit Chaturvedi
Associate Professor
Lingaya's University
Faridabad

Dr. D.S Yadav
Associate Professor
Raja Balwant Singh Technical Campus
Agra University
Agra
 

Source: E-mail August 31, 2013

          

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