Successful companies have mastered the art of attracting and retaining exceptional employees. A failing business is typically the result of ineffective staff and management. A company must select and hire its employees to maximize the likelihood of success if it wants to show about having competent workers. HR must therefore consider the most effective techniques for identifying, attracting, and keeping the most productive workers. The essay discusses several programs a company can take to attract and keep top talent regardless of the potential salary.
Offering a company’s internship programs helps raise awareness of selecting the best candidate. Establishing an internship program is essential since your company’s current and future workers are crucial to its success (Masenya, 2022). A company should adopt the program as some interns are highly qualified with excellent skills and to prevent losing out on potentially exceptional talents from the outset. An organization can never be too confident about the future, no matter how well your business is doing or how devoted your customers seem, since change is the only constant in the world.
Consequently, as the head of HR, compliance training should be created about the company and disseminated through the social media and websites to enhance awareness. Adopting a compliance training program helps potential recruits and workers be more informed and responsible employees (Whysall et al., 2019). These guidelines are intended to prevent employees from engaging in inappropriate conduct and to keep the workplace safe for all employees. The public’s opinion of a company may rise or fall based on its company’s risk management and treatment of its employees.
In addition, designing a competitive and comprehensive benefits plan is a strategy that can attract top talents to the organization. Employees may be prepared to take a pay cut if other attractive benefits are offered, such as dental and vision coverage. Comprehensive health programs that address physical and emotional well-being appeal to employees. According to Whysall et al. (2019), companies who invest in their employees’ mental well-being by offering Employee Assistance Programs (EAPs) do so because they see the value of doing so. The quality of the office culture is only one of many factors to consider when trying to attract and retain outstanding employees.
In addition, for better talent, an organization needs to expand its outreach program. Due to the wide range of talents that individuals possess, reaching the audience necessitates the use of a number of strategies (Masenya, 2022). It is important to understand that the best marketers and programmers may not work in the same office as the head of human resources. The HR manager must choose the areas that require new talents such as IT to discover new employees, including trade shows, online forums, and social media sites. The following phase will develop and maintain strong connections with influential people. The company’s ability to recruit top talent in the future will rise due to having a wider pool of applicants to choose from when it comes time to fill open positions and as its name becomes more well-known in the industry.
After many years in the same role, employees have the chance to seek promotion or be given consideration by top executives for higher-level management positions. For such instances, the head of HR should consider management training (Rodríguez-Sánchez et al., 2020). Even the brightest employee needs this training to acquire the necessary abilities to advance to management. Only via management training can one acquire the necessary business administration abilities.
In light of the points raised in this article, businesses are obligated to make advantage of these programs in order to broaden their recruitment efforts. It is crucial to invest in one’s workers since the people who work there will eventually decide the success or failure of the company in the different sectors in which it competes. Investing in one’s employees may help ensure that the company is successful.
References
Masenya, T. M. (2022). Integrating Talent and Knowledge Management Practices in the New Normal Business Environment. Advances in Human Resources Management and Organizational Development, 113–144. Web.
Rodríguez-Sánchez, J. L., González-Torres, T., Montero-Navarro, A., & Gallego-Losada, R. (2020). Investing time and resources for work–life balance: The effect on talent retention. International journal of environmental research and public health, 17(6), 1920. Web.
Whysall, Z., Owtram, M., & Brittain, S. (2019). The new talent management challenges of Industry 4.0. Journal of Management Development, 38(2), 118–129. Web.