Ketan Kapoor B, co-founder, Career at Top Consultancy Services

 

Milind Mutalik, vice president – human resource, Desai Brothers Ltd. (Mother’s Recipe)

 

Ramamurthy: Why is it important to acquire the right talent?

 

 

Mutalik: Talent management is about talent acquisition, talent retention,and rewards. As we go along, we will find there are going to be changes in team structures and job roles. Instead of job descriptions, there will be more of assignments and tasks. Flexibility will be high on priority when it comes to talent. Rewards will be based on outcomes and reputation, rather than seniority in the organization. Obviously cultural aspects will also change. There is also change in the talent market, with more short-term contracts and freelance work, as opposed to permanent jobs. And lastly, machines and technologies are coming together. So, what we expect in talent is going to be different from what it was earlier.

 

Kapoor: In hiring and nurturing, we want people who are more in sync with business. The person should be nurtured in a way that he or she brings the best to a process. There are many companies where people stay for long—adding more verticals to a position, so the person can bring more value to the company.

 

Ramamurthy: What do you look for when you hire a person?

Kapoor: Being in sync with the mind of the business of the company.

Mutalik: In the current scenario, we need skills like rapid learning, the ability to be innovative, adaptability to culture, domain skills, and so on.

Atmakuri: I generally look for someone who is enthusiastic to learn new things, hungry to do new things, and the remaining ones I think can be bridged.

Ramamurthy: How does HR manage when project managers want all the best resources for all the roles, in every project?

 

Kapoor: It boils down to ownership. If the person shows ownership, the management should recognize the value of the person and encourage him or her for that.