Effective CRM Solutions can Help to Win the War for Talent

Talent takes a new role
The need for talent in any industry grows at a pace that is at par and often faster than its own growth rate. This is mainly because the industry undergoes a constant cycle of retirement and recruitment and there is the usual attrition rate that makes the retention for talent a true challenge.

Enter the computer and the definition of talent changes - the knowledge of the machine becomes a mandatory requirement in almost any industry. The transition towards the digital age brings with it a new type of talent searching in industry. No more is the industry looking for smart and charismatic personalities but geeks who can spend hours in front of their computers and make magic without getting up.

A clear divide
However, as is the norm, every new trend eases out in a while and today we have reached the point where the employee behind the machine is no longer the hero and there is a clear divide between the privileged senior management and the associates. So what creates this divide? And is it harmful or beneficial? Unfortunately this is a negative trend and it threatens almost every firm with more than 30 employees.

An ideal management is expected to treat all employees equally and create an atmosphere that is conducive to growth. However, in reality there is often a gap between the employees at the grassroots and the higher management aggravated by lack of vertical and horizontal communication within the organization. Companies often take too long to realize the lack of such communication and the result reflects in the attrition. So is there a key to check the attrition rates? Also is there a way to make every employee as competitive as the best of them?

Technically, the feats are achievable but the initiatives are tedious and human factors such as ego and lethargy are bound to get in the way. However, thanks to the development in the IT infrastructure, companies have the chance to transform every employee’s life and help him/her scale new heights each day.

Implementing the solutions
Distribution of information using state-of-the-art CRM solution is one of the biggest answers to the questions asked above especially in managing sales, marketing and service teams. CRMs provide the higher management actionable data about the performance of the employees. They not only help make sales and marketing decisions but also allow a company to perfectly understand its capacity. Employee strengths can not only be analysed but also developed if there is enough stats to support such a decision.

The performer of the month may not necessarily be doing everything right and the guy with the lowest ratings for the month might have an approach that can be the way of the future. CRM solutions can help spot trends in the performance of individual employees, teams and even the entire company as a whole. Stats provided by CRM solution can also help a firm decide on whom to place on the client front. It can help take justifiable decisions regarding lay-offs or expansion plans.

In brief, some of the biggest advantages of CRM in terms of HRM are:
  • Access to more actionable data
  • Better employee participation
  • Cost effective intra-vertical and horizontal communication
  • Smoother and more efficient client servicing
  • Availability of scientific and stats-based data during layoffs and expansion
  • Faster recognition of weak links and good performers
  • Secure customer and employee data 
  • Controlled attrition
Opportunities in Asia
In spite of massive populations, MNCs in Asian countries continue to hire experts from abroad at very high cost. This indicates that the war for talent is gradually shifting base towards the developing nations. The shortage of skilled manpower in Europe and the US however continues and human resources from Asian and African countries enter these economies in droves. However, the upper management layer has somewhat stabilized and the influx is mainly at the middle and lower levels.

For the Asian countries, implementing solutions that can help bring down attrition rates and also enhance client servicing can be the ultimate way to cope with global demands without help from overseas.

Also, investment in social sectors such as education and training can help enhance the quality of human resource in the nations taking on global technology projects. Ensuring that talent is retained, nurtured and offered growth is a challenge that every mid and large sized firm is facing or will face in the days ahead. The scenario will be even more dynamic in the Asian nations where the markets are squirming with opportunities.

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