How companies can stay agile
Human resources: How companies can stay agile
A walk through on how agility can be the deciding factor behind organizational success & how to achieve it at both personal & business level.
This is an era of disruption. New technology or a process is changing the way we work. A number of businesses are getting started every day to solve some problem or the other.
The impact on businesses is significant. Managing human resources becomes a challenge when prospects outside a traditional workplace get more & more attractive.
According to a 2015 survey by Aon Hewitt earlier this year, one in every five employees moved on to seek better opportunities in the services sector in 2015. This is reflected in the steadily elevated attrition rate staying elevated. When economic prospects look good, people tend to go forth & grab them.
For organizations, managing these needs of the people is a key imperative. This requires agility on the part of the company and a pro-active approach. While the business agility is an aspect that takes care of disruptions or challenges on the business side, organizational agility helps look after challenges to internal processes.
Growth within company
At a time when opportunities open up within the company, businesses need to offer a chance to existing employees. It does not matter what role they are in right now. Those employees who have finished a specific period in one position should always be encouraged to look at new opportunities within the organization.
A method we use involves opening up the position for hire to existing employees across departments. Employees interested apply for the position irrespective of their existing experience or skill set. It is compulsory for the hiring manager to interview internal employees. If they are rejected, The hiring manager needs to give strong reasons to reject such applications, if at all.
The result of this method of hiring is several-fold. Employees can look forward to a different path for growth. If not selected, they know the exact reasons why not they cannot be hired for that position. This allows them to either work on skills needed for that position or look forward to another posting within the company.
For the company, this is a good way to engage existing employees and figure them out for hidden talent. Many of our employees have grown laterally and are gaining career-shaping experiences.
Anant Pal Singh Gill joined the company to lead brand, digital marketing, and communication. He is a seasoned advertising professional. He worked on shaping up the communication and brand strategy for Bajaj Finserv. After spending 3 years, he moved on over to the business side. He worked on the retail equated monthly installment or EMI project. Anant now heads customer activation, retention, and usage for sales.
Do you think these strategies are effective? Share your views in the comments.