Hartung, A. (2017, June 7), How HR ‘Best Practices’ kill innovation. Retrieved from http://www.forbes.com/sites/adamhartung/2015/06/07/how-hr-best-practices-kill-innovation/2/#78b9ac7472b6
Most of the companies consider people who fit in the company culture along with how well they fit to the job role. This article is contradicting this whole process. Also, the author did provide proven evidence to support his point. Likeminded people bring in same perspective to any problem. Companies should hire people who think different to bring a new perspective to the company initiatives. As the author speaks about Steve Jobs who would never be recruited by the traditional HR practices, but he took apple to the success with his innovative ideas. Contradicting …show more content…
One of the article mentioned above provides some valuable information on how to use the interviews or feedback of candidates who declined the job offer for improving the company recruitment process. The exit interviews are common in most of the companies, but it is very rare the companies do an analysis of the reasons that the employees provide during this interview. Also, collecting feedback from the candidates who decline the offer even after they are selected can give a lot of insight into the competitors and the factors that might have resulted in candidates considering other offers. Furthermore, as mentioned in the article the companies should make sure this feedback is collected by external entities to ensure authenticity in the feedback. After analyzing the responses from both these scenarios the human resource personnel’s can improve the existing employee engagement process or recruitment process to reduce the employee turnover issue and bring in right …show more content…
(2016). Differentials in Attitude and Employee Turnover Propensity: A Study of Information Technology Professionals. Global Business & Management Research, 8(1), 1-17. Retrieved from Ebscohost database
This articles discus the study conducted in information technology sector. The results tend to be interesting that there is some connection between age and reason why the employees leave the company. While certain age group look for high profile job and brand name companies other group basically look for highly paid job.
Premalatha, P. (2016). Role of Manager-Employee Relationships in Retaining Knowledge Workers in IT Industry. Indian Journal Of Industrial Relations, 51(3), 418-431. Retrieved from Ebscohost database
The author speaks about how managers play an important role in employees planning to leave the organization or staying back. The article states that as managers are the people who interact with the employees frequently, the way they treat the employee and the performance appraisal done by managers are all deciding factors in the employees staying with the
Most of the companies consider people who fit in the company culture along with how well they fit to the job role. This article is contradicting this whole process. Also, the author did provide proven evidence to support his point. Likeminded people bring in same perspective to any problem. Companies should hire people who think different to bring a new perspective to the company initiatives. As the author speaks about Steve Jobs who would never be recruited by the traditional HR practices, but he took apple to the success with his innovative ideas. Contradicting …show more content…
One of the article mentioned above provides some valuable information on how to use the interviews or feedback of candidates who declined the job offer for improving the company recruitment process. The exit interviews are common in most of the companies, but it is very rare the companies do an analysis of the reasons that the employees provide during this interview. Also, collecting feedback from the candidates who decline the offer even after they are selected can give a lot of insight into the competitors and the factors that might have resulted in candidates considering other offers. Furthermore, as mentioned in the article the companies should make sure this feedback is collected by external entities to ensure authenticity in the feedback. After analyzing the responses from both these scenarios the human resource personnel’s can improve the existing employee engagement process or recruitment process to reduce the employee turnover issue and bring in right …show more content…
(2016). Differentials in Attitude and Employee Turnover Propensity: A Study of Information Technology Professionals. Global Business & Management Research, 8(1), 1-17. Retrieved from Ebscohost database
This articles discus the study conducted in information technology sector. The results tend to be interesting that there is some connection between age and reason why the employees leave the company. While certain age group look for high profile job and brand name companies other group basically look for highly paid job.
Premalatha, P. (2016). Role of Manager-Employee Relationships in Retaining Knowledge Workers in IT Industry. Indian Journal Of Industrial Relations, 51(3), 418-431. Retrieved from Ebscohost database
The author speaks about how managers play an important role in employees planning to leave the organization or staying back. The article states that as managers are the people who interact with the employees frequently, the way they treat the employee and the performance appraisal done by managers are all deciding factors in the employees staying with the