Organizational Talent Questions: Talent Acquisition:

Organizational Talent Questions:

Talent Acquisition: Recruitment is a crucial part of the cultural makeup of an organization as it defines the nature of the personnel, the manner in which organizational goals are communicated and the standards which are expected of worthy candidates. These conditions are established by certain aspects of the recruitment process. Among them, job analysis is a necessary process in presenting the position to be filled and properly representing the responsibilities and qualifications expected of the proper candidate. Job descriptions are the manifestation of this internal understanding in a way that is clearly communicated to the candidate. This is the counterpoint to an analysis which will allow recruiters to evaluate the individuals up for a position, instead providing candidates with a framework on how best to present themselves. Proper HR Planning is also central to this process, as the effectiveness of recruitment is steeped in a dialogue first between potential candidates and the organization and then between interview candidates and specific interviewers. Proper planning must direct efforts to court good candidates and to frame interview processes to identify those most qualified.

Talent Retention: One possible consideration would be to shorten hours for those employees whose lowering work function as a matter of job responsibility denotes that work can be done effectively in fewer hours of the work. Another option which could be attractive when compared to outright layoffs would be the establishment of rolling furloughs. Yet another approach might be to consider which employees have demonstrated in their work function the capacity to adapt to other departments within Organization X. This latter suggest especially demands a consideration of both organizational data and job data, with the ability to match certain personnel to other positions through their demonstrated skills sets might be tantamount to saving jobs overall. The suggestion of shortening hours for some employees would require a careful examination of work units, however these are best represented in the Customer Service Department, to identify those whose functionality and productivity would be more optimally used across shorter time blocks.

Talent Development:

The customer service department tends often to be fairly non- hierarchical where representatives are concerned. Opportunities for advancement will rarely proceed along the lines of an upward mobility within the organization. Instead, it is necessary to offer representatives financial incentives based around either the efficiency with which time is managed as a representative or based on the percentage of positive customer feedback earned within a set frame of time. Financial bonuses and salary growth are more than likely the best ways to encourage a newly hired representative to excel in the position.