Career means different things to different people.

Some perceive career progression as moving up the hierarchy every year…while for others it is increased pay and benefits linked to performance…and for others it is the motivation to do their job everyday to the best of their abilities.

A company needs to take into consideration all of these views when thinking of career planning. But career planning is only one piece of talent management.

Therefore, saltedMinds provides an integrated approach that connects career planning with all the other elements of the talent management, such as performance, development, etc...

Paradigm Shift

In order to engage and motivate people to perform better, it is vital for companies to have talent management programmes that are meaningful for employees. As well as companies integrate new customers’ trends and needs, they must re-think the way their employees work together, live common values and share the same culture.

If companies want to have performing, loyal and engaged employees, they need to offer more than a good salary and standard benefit. They have to convince people of the unique experiences they offer, partially through their work atmosphere and development opportunities.

Employees want to be proud of their job, work for inspirational leaders and work for companies that have ways of making business that are close to their beliefs and values.

This is a paradigm shift in today’s workplace. The employee-employer relationship is evolving and will be a competitive advantage for companies which successfully adjust their HR practices.

saltedMinds is the partner you need to succeed through this change; the missing ingredient to unlock the creativity, innovation and diversity within your organization that can make the difference.

Evolving the Model

In the past, Human Resources departments could be reactive; waiting for a business need before action. They also were confined to their HR area of expertise and there was few crossovers within HR specialties. Their approach was to work in silos, by specialities. This has led to a lack of consistency between the HR different programmes.

Today, HR has to be proactive and work in a collaborative way, both within HR and with the Business.

The target is to add value to the overall business model and HR can do this in two ways. Firstly, by doing the fundamentals right (salaries, time management, data administration, headcount management, conflict resolution and disciplinaries) and secondly by leveraging the Human Capital of the business by engaging and unlocking the full potential of the workforce.

There are a number of ways that Human Resources can establish their strategic role:

• Align Human Capital strategies with business goals
• Anticipate and manage organizational change
• Partner with front line leaders to have them sponsoring the change
• Identify and develop future leaders
• Create structures and cultures that promote loyalty, engagement and productivity
• Choose cost-effective HR solutions
• Demonstrate knowledge of business
• Provide strategic advice while delivering superior HR services

To be an effective strategic partner, HR has to know which Human Capital practices add the most value. For each company, the HR strategy will be different depending on the company business objectives, on their employees and culture. HR has to find the right mix of diversity, innovation and change to bring success to the company.

saltedMinds is about partnering with companies and supporting them to establish these types of highly effective strategies.