It is always said, “human resource is the best resource in the world”. The intellectual ability of the humans primarily helps them to utilize resources and, thus, aimed tasks are performed early. The Japanese cities, Nagasaki and Hiroshima, are realistic examples of how skilled human resources developed both the cities in a small period of time. After atomic bombings in Hiroshima and Nagasaki, the entire cities were destroyed overnight and people got genetic disorders for lifetime.
Despite the lifelong effects of the bombings, the cities got developed drastically as city dwellers and the entire country’s demographic imparted education and employed it in the right manner. Today’s grappling businesses are similarly dwindling and require leadership skills, as well as skilled talent, for their advancement.
The Need for Talent Development Skills
Most of the entry-level positions in companies are filled by fresh graduates, who have degrees but not practical knowledge. New employees primarily look upon the leader or entrepreneur for guidance and also for skill development. It is the leader who manoeuvres the employees or subordinates and facilitates in achieving the company’s targets.
To take the organization to new heights, an entrepreneur needs to take tiny steps in the beginning. In the first place, business ethics should be embedded in employees so that organizational goals become personal goals. Secondly, the employees should be offered autonomy at various points of time, essentially in crucial projects wherein they could exhibit true talent. For all this management, an entrepreneur should imbibe good leadership qualities.
Every individual is different in his own way and, keeping this in mind, different leadership modules should be designed. For improving the employees’ performance, a leader should hire individual professional coaches for new or less experienced employees. Through individual guidance, setbacks in the employees can be identified and, later, those fallacies can be rooted out via the help of professional coaches.
The idea of reviewing employee’s performance annually in the documents should be dropped; instead, a face-to-face conversation should be carried out with millennial employees. Through conversational meets, employees would realize pitfalls, as well as the pluses, in the work. More so, employees imbibe guidance and suggestions faster when leaders offer it in-person.
Graduates from the top business universities are designated positions in most companies easily. However, this approach is quite wrong that the companies follow as instead of judging the candidates through their academic scores, they should be chosen for their skills.
At the time of job interviews, companies should examine the overall personality, talent and skills of the candidates and should keep academic scores aside.