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The importance of Human Resource Development (HRD) practices is being increasingly
realised in education sector in Rajasthan. Technical Institutes in Rajasthan are facing
problem of getting the competent faculty, retaining them, keeping up their motivation
and morale and helping them to both continuously grow and contribute their best
to the Institute. Due to changes in values, norms, social climate, their expectations
are different, they become problem if the organisation is not able to manage human
resources properly. Organisations today realise that innovative and creative employees
who hold the key to organisational knowledge provide a sustainable competitive
advantage because unlike other resources, intellectual capital is difficult to imitate
by competitors. This becomes all the more important in terms of educational organisations.
Accordingly, the people management function has become strategic in its importance
and outlook and is geared to attract, retain, and engage talent. These developments
have led to the creation of the Human Resource (HR) workforce scorecard as well.
Role of Recruitment and Selection of Faculty in Technical Aducation in Rajast...
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The importance of Human Resource Development (HRD) practices is being increasingly
realised in education sector in Rajasthan. Technical Institutes in Rajasthan are facing
problem of getting the competent faculty, retaining them, keeping up their motivation
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to the Institute. Due to changes in values, norms, social climate, their expectations
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resources properly. Organisations today realise that innovative and creative employees
who hold the key to organisational knowledge provide a sustainable competitive
advantage because unlike other resources, intellectual capital is difficult to imitate
by competitors. This becomes all the more important in terms of educational organisations.
Accordingly, the people management function has become strategic in its importance
and outlook and is geared to attract, retain, and engage talent. These developments
have led to the creation of the Human Resource (HR) workforce scorecard as well.
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Talent Retention in China
- 1. Talent Retention In China Victoria Hooker
- 2. Agenda
- 3. China’s Looming Talent Shortage
- 4. Shortage of Suitable University Graduates Source: McKinsey Global Institute labor supply database In Thousands (2003 – 2008)
- 5. Skill and Experience Premiums Source: Study by Pacific Bridge for Shanghai (2007) (In USD)
- 6. Hierarchy of Needs of Chinese Employees Source: Master Thesis Study by Ullyana Klyushina and Wenzhu Cai (2009)
- 7. Best Practices Effective Communication & Branding Competitive Compensation Career Planning & Development Relationships
- 8. Export.gov Industry Data / Education Statistics Labor Laws and Regulations Hrmasia.com Overview of HR Challenges in China Best Practices: Retention Strategies Business Source Complete / Premier Analysis of Talent Shortage in China Case Studies Google Scholar Best Practices for Multinational Corporations Hierarchy of Retention Motivators of Chinese Employees
Editor's Notes
- Farrell, D., & Grant, A. (2005). China's looming talent shortage. McKinsey Quarterly, (4), 70- 79. Retrieved from Business Source Complete database. Fan, K. (2006). How can multinational corporations retain their employees in China? (CAHRS Increase in the number of US & European Invested Companies Increase in the number of domestic corporations Socialist Cultural Revolution (1966-1976) – No capitalist mindset among older generations The importance of social status and hierarchy Theoretical education system with no practical application Underrepresentation of “Soft Skills” Poor English language skills Skilled talent isn’t concentrated in industrial hot spots Universities are scattered throughout China Poaching of Skilled Talent Wage Inflation – Unsustainable retention strategies Working Paper #06-08). Ithaca, NY: Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies. Retrived from http://digitalcommons.ilr.cornell.edu/cahrswp/407/.
- Farrell, D., & Grant, A. (2005). China's looming talent shortage. McKinsey Quarterly, (4), 70-79. Retrieved from Business Source Complete database.
- Gross, A., & Connor, A. (2007). Seeing red. Employee Benefit News, 21(8), 22-24. Retrieved from Business Source Premier database.
- Master Thesis Study by Ullyana Klyushina and Wenzhu Cai. Talent Retention within Multinational Companies in China (2009) Gross, A., & Connor, A. (2007). Seeing red. Employee Benefit News, 21(8), 22-24. Retrieved from Business Source Premier database.