ORANGIZATION AND TALENTS: IT TAKES TWO TO TANGO

People makes an organization great.  To make a great talent greater is to be in an organization that can best showcase their skills.  the fact remains that neither an organization nor a talent can achieve its objective without the other.  organizations and talents should know that unless either one is contented with the other, neither one will have a chance of being as great as it believe it can be.


The overall package that the talented employees of the generation 'now' are looking out for in the organization of choice are:

1. Impact to something greater
• there is a growing desire to do work that makes a difference, if not all the time, then at least most of the time
• operates with special attention towards customers, community, the planet and making a difference
• builds a culture that encourages work by their employees that serve a purpose
• teams within the organization constantly demonstrate commitment towards bettering the clients
• employees fell that they have the ability to make a difference and do work that can create an impact
• displaying sense of responsibility towards issues beyond their bottom line
2. Growth of the organization
• shows progress and growth either through
• ability to be forward looking
• capacity to consistently delivery on its promises with an integrity compass in check 
3. Affiliation and a sense of belonging
• have outstanding or stars in area of expertise or great minds
• ability of employees to feel a part of the organization
• able to assimilate to the culture and feel a sense of belonging
• able to present itself as a place that enlists the best talents
• able to make employees feel a sense of acceptance
4. Career opportunities
• has continuous opportunities fro employees
5. The CARE factor
• leaders who go out of their way to make life better for its employees
• the culture encourages fair treatment policies, transparent command, fun at work place, and teamwork
• management seen to practise open door policy and make themselves available to listen to their co-workers' concern and requests, work-life balance is understood and respected
6. The leader
• loyalty to leaders who make a difference does exist
• work for leaders who have the depth, insights, foresight and a heart in leading teams for success.

 
On the other hand, these are what the organization need or look for:

1. Intellectual depth
• ability to plan, organize, set priorities, solve problems and execute tasks
2. Personable nature
• care
• warm, friendly, easy going and cooperative
• can help instill a healthy culture of care and concern within the workplace
• can immerse in a team and be part of the work family 
3. Leadership ability
• willingness and desire of employee to accept responsibility for result
• ability to take charge
• volunteer for assignments
• accept accountability for achieving the required results of their assignments 
4.  Integrity
• honest in relationship with others
• ability to admit weaknesses and strengths
• ability ti admit when mistakes have been made 
5.  courage
• willing to take calculated risks
• calculated risks is a result of well-balanced decision-making derived by weighing the positive or negative consequences of the risk
•  willingness to accept challenge
• willingness to take on larger assignments or new opportunities where there is a high degree of uncertainty and possibility of failure
• willingness to speakup and say exactly what you think and feel in a difficult situation even if it may ruffle some feathers 
6.  Resilience and emotional strength
• ability and determination to preserve in the face of adversity
• have the quality of persistence during tough times 
  

SHARED FROM:
StarBiz Tuesday 7 May 2013
Talking HR By Melissa Norman
IT TAKES TWO TO MAKE ANYTHING HAPPEN