A new form of employee gratification has emerged, in which lucrative total bonus packages are tailored to act as golden handcuffs on top talent.
Fremont, CA : Professionals no longer rely exclusively on their employers to provide them with a viable career path. Today's employee is more knowledgeable, incisively educated, and has a breadth of experience that allows them to produce optimal results. As such, companies are being forced to improve the quality of the employee experience and salaries and benefits to attract and retain the best talent.
Employee loyalty has been a thing of the past for a long time, and now the notion of employee relationship, founded on the ashes of loyalty, is also in jeopardy. A new form of employee gratification has emerged, in which lucrative total bonus packages are tailored to act as golden handcuffs on top talent.
The various talent acquisition approaches used in the business world to address employee issues can be divided into two categories:
Approach A (Indoctrinate, Assimilate & Obligate)
Focused on cultivating and grooming devoted followers under corporate standards
Shared ideas are instilled as a strong and unifying basis for a unified corporate culture that borders on fanaticism.
Encourages the use of well-defined and structured work practices that are focused on functional optimization and harmonization.
When it comes to incentivizing change programs, corporate hierarchy is preferred.
Creates golden handcuffs for optimizing talent retention, especially for those who are viewed as flight risks due to their specific skill sets and perceived scarcity of capable replacements.
Talent is seen as a depreciating commodity.
Training, learning, and growth are optional and usually determined by supervisory assessment/prerogative compliance with functional requirements.
Approach B (Accommodate, Motivate & Facilitate)
Designed to foster an inspiring work atmosphere that makes use of employees' visible and secret talents
Shared ideas are used as guiding principles for self-discovery of job quality and organizational integration.
Encourages progressive experiments and improves work practices in a multi-generational workforce to improve health, mindfulness, and productivity.
For incentivizing innovation programs, prefers thinking hierarchy.
As an astute employer branding measure to draw potential talent designs compensation packages to improve the employee experience during employment association for creating alumni ambassadors.
Talent is valued as an opportunity that pays off handsomely.
To ensure that individual goals and corporate imperatives are in sync, training, learning, and growth are required.
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