Full article: http://www.hrmasia.com/news/features/a-review-of-emerging-trends-in-hr-across-asia/82243/
Singapore - HR professionals with generalist and specialist experience – such as compensation and benefits and recruitment – were highly sought-after across major industries.
We witnessed a number of candidates receiving multiple job offers and organisations were compelled to re-evaluate their compensation and retention strategies in an attempt to retain their key employees. There was also a strong demand for HR contractors with project management skills due to a surge in M&A-related activities. In Hong Kong, HR professionals such as recruiters and change management/project management specialists were highly sought after.
As we expect hiring trends for HR to remain positive, the war for top talent will continue to be a challenge. Candidates will be selective in their choice of employers and seek more competitive salary increments and exciting career development opportunities. Organisations may end up paying a premium for top-tier HR talent.
We also expect the demand for junior HR candidates to remain strong due to the moderate attrition rate of Gen Y employees. As a result, the key focus for HR in 2011 will be that of talent development and retention.
Many companies will adopt different strategies to retain talent, but it has been proven through many surveys and studies that the best way to keep talent is to consistently engage and challenge them, keeping them interested in the company and their job scope.
Good companies that want to retain good talent will recognize the importance of making sure their professionals have mapped out career paths in the company that are supported by their employers and the administration.
As many employers or HR executives can attest to, mapping out a career path is easier said than done, especially in the cases where a young talented individual has just joined a company and is unsure of the mission, vision and direction of the company. He is unsure of what his job entails, and for the first year his work may not be as fulfilling as he envisioned, limited to mere filing, attendance at meetings, and picking up the skills needed to interact with his colleagues and other clients.
The employer will face difficulties in retaining talent if the talent is shunted to do filler work. It is important for the employer, then, to be able to keep track of the tasks of the new talent, and be able to send the talent for courses, training and upgrading, allowing him or her to take on additional work, be involved in new projects and to feel welcome and accepted.
This is essentially assimilating the talent into the company and fitting him or her into company culture. As headhunters continue to hunt to fill the popular positions across companies, the key aspect of retaining talent will be loyalty. And nothing will ensure loyalty than knowing their employers care about their career prospects, and that they feel their future in the company is cared for.
Hence employers need a good way to track the progress of their employees. In the old days, a simple paperwork filing system would suffice, showing the relevant data of employees, resume, industry experience and assets. However, with the increase in labour in the workforce, courses, seminars, and workshops have more than tripled to cater to demand, and projects and work assignments have become more complex in nature and execution. Often times it can be hard to keep track of an employee's progress in terms of achievements, skills growth and contributions to the company.
A good computerized system, in this modern age, would be vital to the employer's task at hand. What the employer needs would be preferably a software system that automatically logs attended courses and seminars as soon as they are registered and completed. It would also log completed projects complete with feedback, as well as peer and performance reviews as they are submitted each workyear.
It becomes so much easier for an employer to see how far his employee has come, how far he or she will go, and be able to guide his or her career into one that is successful and reciprocal to the company's growth.
How would you keep track of your employee’s performance in the company? Share your thoughts!
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