Skip to main content

Inspiring growth for this TA person! "HEAD OF TALENT BRANDING!"

I got a LinkedIn notification this says, ____has a new job! Yes, this person who is Head of Talent Acquisition with an Indian pharma is a now, additionally the Head of Talent Branding as well. It is same company, just LinkedIn calls it "new job!"Congratulations! You made it! Arrived! Woohoooooooo!
Note-This company has a new CHRO (sorry, Global CHRO) and everyone knows who he is! :)
Inspiring growth for this TA person! "HEAD OF TALENT BRANDING!"
Just browsed through her LinkedIn profile. Surprises galore-
A. EDUCATION TAB AT LINKEDIN-SY@@@**#S, PUNEPart time or distance PGDBA - Marketing from SY******# Pune 2003-2005, well known MBA shop in Pune!
This person was working as BD person for a small training firm during 2003-2005 as per LI profile.
Email ID is a gmail address for someone who is Head of TA and Head of Talent Branding too. You have options of keeping both your personal and company IDs on LinkedIn.
Website-Company website- Click the link and it takes you to her earlier venture (a recruitment firm's webpage). sh#t!
C. POSTS- Just 2 that of Oct, Nov 2015. They are not about Talent Branding but yes, one of them about hiring (they call it search, that way it sounds like 'rocket science')
This person must have been a great search person! This person has 30 LinkedIn recommendations and all of them are from the time of her being a search person! Not one in last 3 years from the current company. It's called search. Let's not call it recruitment, I repeat! Mind you 30 LinkedIn recommendations! Can we have some claps?
Now, how many LinkedIn recommendations, this person wrote for others?
Good question! Any guesses, as we all know there is something called GRATITUDE!
Stop counting, err...guessing! IT IS JUST 1 (ONE)! That too to a fellow recruiter from recruiting days! Sorry, "fellow search professional" from a search firm!
Disclaimer:-It is not important, who this person is, it is more important what choices are these million dollar Global CHROs making! Rat race of creating million followers on LinkedIn. nonsensical tweets, which none of their HR team members ever liked or commented, or re-tweeted. Only stunt!
हो गयी पीर पर्वत सी ,पिघलनी चाहिये
इस हिमालय से कोई ,गंगा निकलनी चाहिये
 आज ये दीवार ,परदों कि तरह ,हिलने लगी
शर्त लेकिन,थी कि ये, बुनियाद हिलनी चाहिये
 सिर्फ़ हंगामा खडा करना ,मेरा मकसद नही
सारी कोशिश, है कि ये , सूरत बदलनी चाहिये
 मेरे सीने में नही , तो तेरे सीने में सही
हो कही भी आग लेकिन, आग जलनी चाहिये ।
---Dushyant Kumar


Popular posts from this blog

What is The Hay Group Total Reward Framework

The Hay Group Total Reward Framework A new way of understanding reward Reward strategies must be anchored in business reality to be effective. Which means linking it to your business strategy – and the needs of your employees as well as your organisation. Our Total Reward Framework helps you optimise reward, no matter how challenging the conditions. The issue Remuneration tends to be one of the worst-managed parts of an organisation’s cost structure. But with 10-70 per cent of total costs wrapped up in it, reward cannot be ignored, particularly in a downturn. To be effective, reward programmes must reflect the needs of the business, now and in the future. Only if they are tied closely to company strategy, business performance and the needs of employees can reward programmes deliver the ROI that is needed in tough times[MK1] . The Hay Group Total Reward Framework takes strategy as a starting point – and it focuses on total reward: every financial measure together with no

Aon Hewitt Total Rewards Framework

Aon Hewitt Total Rewards Framework The Aon Hewitt model and approach believes in considering Total Rewards as a business tool and very much linked to overall business objectives! Reward as understood is a very complex mechanism and some efforts of correcting the base pay and titling in a hurry by many MNCs in India have done a bigger crime by trying to correct it by market adjustments without looking at the talent map, complexity and expectations out of role and mapping it against the benchmark. Titles in India are a big misnomer and hardly any survey on compensation ever probes and captures and calibrates the tangible outcome based bench marking! If we dive deep, we will find that the key factors of Education, Experience and Quality of Education, Quality and relevance of experience and education are not calculated granular! A diploma holder technical manager gets the salary benchmarked for the top T-school manager with top quality experience in a challenging and break-through

Why is ‘Total Rewards’ key to talent management?

Why is ‘Total Rewards’ key to talent management?  Total Rewards (TR) is talent life-cycle management tool that holistically embeds into the whole business plan.  TR can add feather to the modern day HR if they can handle it well to give company the long term competitive edge Unfortunately TR is not a broad-brush tool and so it requires an insightful ‘HR Leader’ with strong sense and capability of strategic alignment, analytic thinking and rightful implementation strengths . WHY TOTAL REWARDS? You must show employees “what’s in it for me.” This means tying together the benefit of the job, the culture, their colleagues, and the company’s mission and its values, as well as total rewards. But total rewards are the most immediate and visible element to employees. SOURCE: Bremen, John and Sejen, Laura. Advancing Total Rewards & the Employee Value Proposition. WorldatWork. 2012. COMPENSATION: IT’S KIND OF A BIG DEAL Compensation can be the single biggest cost