The Gantt Chart and Development of New Talent
What is a Gantt Chart (GC)? It basically shows a project being broken down into different miles-stones with time as an integral component. The project manager must first determine both the maximum and minimum time allocated in a project contract and have a detailed analysis of the different components needed to reach the desired completion. In a more complicated project, there is a critical path of the maximum time allocated before a penalty may be implemented for the delay. Thus, each person involved in the project must be clear in their roles – in many cases, this personnel may be connected with an online app that will be like a timer to inform them of any potential delay.
How is this related to HR and the selecting and grooming of human talent into the organisation?
Each new talent must be viewed as an important project within the large overall setting of the organisation. In the initial period after selection, there may be a chance that each of them may be put to different departments in order to give them a detailed understanding of organisational operations and communications. So, like a project, these new talents must have various targets to be achieved so that they can be allowed independent work. If this is not achieved, these new talents may feel a sense of disappointment and may even leave to another company.
So how can a GC optimally be designed to achieve all these objectives:
The Penalty
The penalty of a non-completion must be communicated and understood to all relevant parties. This may not just be a financial penalty but also in terms of a loss in reputation and brand. In the context of the new talents, their departure from the organisation will translate into a waste of precious resources (like time) to conduct another interview exercise in order to bring in new talent.
Unified Commitment
Each department must convey a sense of unity and coherence in developing these new talents. Thus, when they are in the different departments, there must be a warm and clear sharing of corporate knowledge to them within the short, allocated time. This will also strengthen corporate culture. The leader of the organisation must regularly communicate the importance of getting the best talent to add value to the organisation with better ideas and policies.
Outsourced Training
The GC shows the various personnel involved in the project’s completion. What if there are external contractors in this project? In the context of the development of new talents, this situation is like the organisation sending these talents for short-term training by an external training company. The HR manager must be very meticulous in the choice of these external training providers and should have the leeway to change the training materials if the workplace environment has made drastic changes. There must not be confusion in the current reality of the organisation and what is taught.
Future Projects
When the new talents have achieved the organisational goals, signifying the completion of the project, they must be further interviewed about how the process can be further improved. Their feedback will be proved to be very invaluable so that getting new talents in future will be smooth and almost effortless. Thus, the end of one Gannt Chart will be the beginning of a new one.
Excess Salary
This is a sensitive topic, but it is still relevant in the current work climate. If the industry wages of new talents have fallen, should their wages be readjusted downwards? My suggestion is that this should not be the case out of goodwill. Rather, the next hiring of new talent can be relooked and revaluated.
Similar Articles
Lowering salaries as an alternative to layoffs: It's legal, but there are catches, such as how likely employees are to agree to a pay cut and why you should cut executive pay first.
Human resources management engages in staffing, employee benefits, training, and retention of employees through appropriate policies and practices. The motivation of HRM helps to achieve organizational objectives. Directions and support of the HRM to staff develop leadership approach and ensure exemplary work accomplishments.
Companies often concentrate on numbers, tactics, and end profits to achieve continuous growth and enduring success. However, the crucial factor behind every successful enterprise isn't found in data or calculations and is unfortunately often neglected – the employees who consistently bring enthusiasm, skills, and motivation to their work.
Ensuring a transition for hires as they integrate into a company's IT ecosystem is vital. It helps them adjust to their roles quickly and sets the tone for their entire journey with the organization.
Remote work is becoming a hotter and hotter topic in recent years, ever since the outbreak of COVID. In fact, it was soon proven that many jobs can be easily performed from the comfort of one’s home, and that entire teams are much more productive working remotely.
Recruitment can be a boring and moderate process. When so many candidates remain available for one job profile, the search process becomes more hectic. If you are looking for entry-level executives, you will struggle to figure out the best choice for your company.
Sooner or later, professional activity leaves a certain imprint on your personality. Your habitual patterns of behavior, character traits, way of communication, and even inner values change. All these changes are the result of professional deformation.
Black Friday has been known as a great chance for consumers to stock up for great deals during the Thanksgiving Period. However, there is a new alarm and dampener for 2021's edition of Black Friday; There is a new Covid-19 variant B.1.1.529 which has its origin from South Africa and may start spreading.
After you have attended an interview, you are waiting for the call and constantly checking your emails. You are excited to know whether you are going to be selected for the job.