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On a Global Scale |
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Partha Patnaik, GM - HR & Admin, Four Soft, a software solutions company feels, “Assessing employees’ talent against a global, rather than a local standard, helps in identifying, sourcing and retaining the right kind of talent. Such a method is easier to move people between locations globally at a short notice; helping in faster transfer of skills and knowledge where it is most required.” Global Ranking So how does global ranking benefit candidates? Says Sheeroy Desai, CEO, Professional Aptitude Council (PAC), “Global ranking ensures true meritocracy and the best candidates get access to the right opportunities. At times companies ignore good performers because their résumé is not able to not pass through some key word criteria. Global ranking helps these performers to stand out from the crowd and get the best job at the best pay.” “With the help of global ranking, candidates go through a clear and standard selection process like aptitude/technical tests, structured and multi-rater interviews etc. that are standardised throughout the organisation. Moreover, due to such standardised selection process, a candidate has better understanding of his/her roles and responsibilities, as well as the globally shared values, corporate culture, business goals and objectives. Hence, by having such a ranking, the appraisal systems are also perceived to be more fair and effective as the comparison by the employee or their manager is to a defined global standard (absolute scale) instead of a one-to-one mapping (relative scale),” notes Patnaik. |