Talent Quality Model And Its Application In The Recruitment Of Tandberg

HR has traditionally played a largely administrative role –simply processing paperwork plus developing and administering hiring, training, appraisal, compensation and so on –and all of this has been unrelated to the strategic direction of the company. But, the world is changing day by day, and the way for a High-Tech enterprise to win the battle in the severe environment has been changed a lot, also the human resource (HR) profession and practices have undergone substantial change and redefinition. To grow and thrive in today's competitive environment, organizations must detect and foster their core competitive advantages. More and more executive managers believe that people are the most important asset of their company, and their biggest battle is getting right people into their company. It believes that Talent Competency Model is a valuable tool to improve human resource management and to lead companies to win the war for talent. Companies around China are certainly catching on to this war. Nowaday in China's fast-growing business environment, the limit to a company's growth is often determined by how fast, and how well, it can build its pool of talent. Talent management has gone from being a nice idea to a core business function. To ensure that a prospective employee fits the company's strategy and culture, Taide company uses a Talent Competency Model to recruit and select candidates on their competencies such as : cheerfulness, optimism, decision-making ability, team spirit, communication, self-confidence, and self-starter skills. All these competencies should be fit not only for the job, but also for the strategic direction and culture of Taide company, and they must be valued and contributed to enhance Taide's core competitive advantage. This is valuable because using a common set of competencies will eliminate the confusion which will result if different jobs use different terms to describe the same or similar behaviors. By using core competitive advantage based Talent Competency Model throughout the company, personnel specialists can evaluate components of the HR system and make strategic decisions. Employees can compare jobs and determine what competencies they may have already acquired, and what new competencies will be required in a different position. Developers of training can identify competencies that are shared by several different jobs and develop generic training programs that will be applicable to a number of positions. The opportunities were great, but the challenges even greater. Being a new tool in HR area, the Talent Competency Model that usually applied to hiring people in other parts of the world could not be readily applied to the China scene. Recruiting and keeping talents equates to lower recruiting costs and lower initial training costs. Plus, the company that can keep staff around is better able to concentrate on servingcustomers while their competitors are entangled in hiring and training new employees. To establish a powerful core competitive advantage based Talent Competency Model, the committee of experts gives a definition for each competency, finds better descriptions of levels and interview questions, and supports materials including a reference book, instruction manuals, and the competencies cards. After almost one year's preparing , in 2003, one of several pre-tests of the core competitive advantage based Talent Competency Model was conducted at Taide company. "The tool allowed us to clearly describe what has become Taide's battle cry—we want smart people who work hard and get things done—in 30 competencies," says Jason, chairman of the board of Taide company, he believes that the decision of using Talent Competency Model is quite right, the tool is very useful in hiring people by quality and for future. Ok, so competing for talents makes business sense, and there is no escaping it. But how do companies win the war for talents? As is true for all management challenges, there is no one, single proven formula for success, which any company could slap onto its organization and ensure it will win the talent wars. But establishing and using a suitable Talent Competency Model may be a good idea. This means making sure it's the right way to hire person for the long term.