Guest talk by Himra Mursil on Talent Management

Ms Himra Mursil is currently working as a General Manager Human Resources at BASF. She worked at different Multinational Corporations, like GSK and Unilever with the best of her experience and achieved great success at multiple levels. 

Her Session in our class was about Talent Management where she explained on how to coach, mentor and its importance, she said that HR personnel had to get at fore front and work accordingly,

According to her Talent Management comprises of 3 steps which are as follows

1. Attract

2. Retain

3. Develop

Attraction according to her can be done through social media websites LinkedIn where one have to keep update his profile in well mannered form, once one is hired he needs to get molded according to organization culture, on boarding is of utmost requirement.

Development stage leads to planning the training need analysis, on job training is done and off site training is done. She also explained that 70% of learning is done when one is on job and is experimenting the process/work. 20% is done through creating relationships, mentoring and coaching about skills and 10% is done through classroom training because its difficult to retain that knowledge for long term perspective.

Retaining procedure consist of steps to sustain the employee for long term and reduce turn over rate, it can be done through giving international exposure, empowerment, check inbound and out bound of employees, job rotation can also be done.

She also gave some valuable propositions for a successful organization which were connecting, engaging, caring and through succession planning within Co-workers. According to her an HR personnel need to know finance, marketing, sales and every other thing because if you are bad at this you can’t be HR person.

She discussed the performance of Pakistan in context to the session’s topic i.e Talent Management and according to her it is difficult to find the talent in Pakistan, and they can not start the work unless employee hired are trained, furthermore compliance is so strict that code of conduct can’t be changed, need a lot of time to hire best talented person for the required vacancy, sometimes whole market is exhausted but still unable to find required talent.

Cost Efficiency is another challenge faced because every employee can not afford the facility since have to come up with different innovative ideas.

Development need is absent which can be done through outsourcing and training.

Delegation programs are lacking which can be initiated keeping employee engaged, make policies, give rewards and recognition monetary or non monetary.

She ended up the session by saying:

“ Sometimes there is a need to take risks, don’t get scared of change, adapt the change, you need to be flexible rather being rigid ”