New practices to implement: flexible compensation, work-life balance, career management, HR Intranet...
27 October 2009
Read by 1741 persons
Managers' expectations regarding HR have significantly evolved. Those already in their positions have revised their understanding of the work environment. They aspire to more tranquility and well-being, and of course, a work-life balance in addition to a good salary that will allow them to live comfortably.
During negotiations, in addition to salary, they demand better working conditions. As for the "zapping generation," they have imposed their rules on the job market. To retain them, it is necessary to offer them an attractive package where the variable component represents a significant part. They want to earn more and offer to work more and deliver good results. Their goal is to earn more and move on after two or three years. Career visibility and good compensation are the current trends. "Today's managers are looking more for advancement in terms of responsibility and not hierarchical weight, and they want much more autonomy," affirmed Abdellah Chenguiti, HR Director at Nexans Morocco. He added: "The notion of title no longer holds the same importance."
Large national companies have understood the stakes because the war for talent is real, and they must face it; therefore, they are ready to invest more to attract a skilled profile or talent that is difficult to find on the job market. Training, salary increases, coaching, offering positions of responsibility... these are all means of ensuring the loyalty of a rare bird. "All this is not free, even if we offer expensive training programs to managers and develop their skills, it indirectly serves to develop the company's performance. And even if we pay them better than others, it's because we are preparing them for more important positions," Hicham Zouanat, HR Director and president of AGEF, told us.
Furthermore, companies are developing their HR marketing. "More and more companies are investing in this, not only for pleasure but out of necessity because the war for talent demands it. And for good reason, we don't have the possibility of recruiting easily if we are not a big brand," the consultant specifies. As a result, the company will only be able to recruit the less qualified; the best will go to companies with the strongest branding. "Managers are looking for a prestigious and rewarding work environment, above all," confirms Abdellah Chenguiti.
In short, managers are more informed and demanding.
Abdallah Darkaoui
Published on December 20, 2009
Posted online on December 21, 2009
lematin.ma
During negotiations, in addition to salary, they demand better working conditions. As for the "zapping generation," they have imposed their rules on the job market. To retain them, it is necessary to offer them an attractive package where the variable component represents a significant part. They want to earn more and offer to work more and deliver good results. Their goal is to earn more and move on after two or three years. Career visibility and good compensation are the current trends. "Today's managers are looking more for advancement in terms of responsibility and not hierarchical weight, and they want much more autonomy," affirmed Abdellah Chenguiti, HR Director at Nexans Morocco. He added: "The notion of title no longer holds the same importance."
Large national companies have understood the stakes because the war for talent is real, and they must face it; therefore, they are ready to invest more to attract a skilled profile or talent that is difficult to find on the job market. Training, salary increases, coaching, offering positions of responsibility... these are all means of ensuring the loyalty of a rare bird. "All this is not free, even if we offer expensive training programs to managers and develop their skills, it indirectly serves to develop the company's performance. And even if we pay them better than others, it's because we are preparing them for more important positions," Hicham Zouanat, HR Director and president of AGEF, told us.
Furthermore, companies are developing their HR marketing. "More and more companies are investing in this, not only for pleasure but out of necessity because the war for talent demands it. And for good reason, we don't have the possibility of recruiting easily if we are not a big brand," the consultant specifies. As a result, the company will only be able to recruit the less qualified; the best will go to companies with the strongest branding. "Managers are looking for a prestigious and rewarding work environment, above all," confirms Abdellah Chenguiti.
In short, managers are more informed and demanding.
Abdallah Darkaoui
Published on December 20, 2009
Posted online on December 21, 2009
lematin.ma
