For most organizations feeling the
need to cut own the number of their employees, efficient talent management can
prove to be a major challenge. Their inability to proactively manage the
workforce not only increases the risk of losing in-house talent and valuable
resources but also the trust and morale of the employees they might have fought
hard to win. However, as the outplacement professionals in China are often
informed by their clients, the pressures of limited time along with the need to
cut costs and bridging crucial talent gaps, often makes organizations to adapt
a reactive approach towards doing things. While they might provide the help and
support to their outgoing employees through career
transition coaching in China, it might just not be enough to cover the
damage.
When faced with such situation, a
leading interim
executive search firm in China advices its clients to use the principle
of four R’s to manage workforce change. These
three R’s are identified as redeployment, retraining and resourcing. Each of
these factors is explained in brief as follows.
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