MACOBiE Talent attraction / retention policies / initiatives

Dear all,

Now the employment market is open and HR people are finding difficultie in retaining talent. or anywhere if you go for interview u will face the question that 'what plans you have to retain the people'

can anybody write some of the good initiatives taken by them / their organisation about employee retention / talent attraction.

regards
Prakash kale





On Mon, 21 Jun 2010 16:56:37 +0530 wrote
>











>
SUCCESSION PLANNING POLICY

OBJECTIVE:

• To identify replacement needs
• To provide opportunities for high potential workers (retention)
• To increase pool of promotable employees
• To support implementation of business plan
• To guide individuals in their career paths
• To encourage the advancement of diverse groups
• To improve ability to respond to changing environmental demands
• To improve employee morale
• To cope with the effects of downsizing, attrition, retirements

OPERATIVE AUTHORITY:

MANAGEMENT
HR
HEAD OF THE DEPARTMENT

OPERATING PROCESS:

If an employee is not available one should always have someone skilled and ready to act as a replacement.

Assess the potential vacancies in leadership and other key positions (who are of retirement age? Which positions/departments/divisions are most affected?)

Assess the readiness of current staff to assume the positions.

>--- On Wed, 6/16/10, Mathews K M wrote:
>

>From: Mathews K M
>Subject: Succession Planning & Career Development
>To: SixSigmaHR@yahoogroups.com
>Date: Wednesday, June 16, 2010, 10:51 PM
>
>





Dear All,

Please share with me the policy on Succession Planning & Career Development Plans

Thanks & regards,
>
Matt
>

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