1. Blinking and homily mode of Head Hunting and Talent Management!!!
- Md. Monirul Islam ( Nixon)
It is omnipresent to place “right people in the right place” is one of the key to attain organizational
excellence. To place right person in the right place with right competency developing potential
employees under employee development programme and finding out the right resources from
market (which is Head hunting) are proven ways. Employee development and Head Hunting are the
strategic objectives for any organization to attain their goal or to reach their greatest way even to
get triumph in corporate betel. It is crucial strategic part for any organization to sustain in this
competitive world as well as for continuous improvement of organization. In that case, a big
question always comes to the CEO of the organization whether to let the organization always walk
toward Head Hunting process or talent management process. As employee development involves
creating talent pool and strong leadership to obtain continuing support and to motivate to be an
advocate for continuous improvement. The staff development and head hunting strategy are taken
to keep up continuous improvement of organization and to work together to accomplish
organizational mission and goals. Many entrepreneurs seem to view employee training and
development as more optional than essential that can be costly to both short-term profits and long-
term progress. As a result, business owners frequently send their people for learning development
programme even organization keeping budget for leadership or staff development so that they can
reach their mission and vision. But most of the time organization get tremble by employee when
that employee switch the job or Head Hunting company snitch him or her for other organization
who was considered as future leader under succession planning of organization and for whom
organization was investing huge money for his or her development.
In the above connection, if all the organization can come under an umbrella in order to fix up a
strategic alliance. Then it could be a great attempt and much more effective way to get right
person in right place as well as to create a proactive employee development and talent management
culture without any hesitation. This kind of strategy will be able to create not only future leaders
for the organization but also will make sure good return of investment (ROI) for the organization
even possible to mange work life balance and occupational health safety and hazard.. Most of the
time many employee either quit the organization after getting some valuable trainings or they are
become snatched by the head hunting company. One mode of action can solve the problem and can
give a great solution as like as international football player transfer system. Like when “WE”
organization wants to hire one employee who has such kind of Knowledge, Skill and Attitude (KSA);
who will be able to lead the organization in competent manner. In that case “WE” can search within
a well known or within their competitor organization. As, “WE” know that competitor organization
has sound staff development practice and process that is an excellent play ground for creating
succession passage. From this perspective, “WE” can give an offer to “CV” we want to hire one
person in this position and incumbent should have such kind of competency and quality that you
have developed for your organization. If you have august cooperation to provide me the desire
talent, whom I have been seeking for my organization then I will compensate you on behalf of
“supplied” employee that you have expended for his development purpose. If the organization
thinks that they have sufficient talent pool in their pipeline, then they can sell that employee. Or one
organization can ask other organization or his competitors I want to hire those individual
personnel you can sell him to me or give me as loan or borrow for this certain period of time. The

2. same scenario we see in international professional football player transfer system that is known as
Transfer Window. In professional football, a transfer is the action taken whenever a player under
contract moves between clubs. It refers to the transferring of a player's registration from one
association football club to another. In general, the players can only be transferred during a
Transfer Window and according to the rules set by a governing body (In that case, strategic
alliance group may have a guideline to avoid the entire adverse situation). Usually some sort of
compensation is paid for the player's rights. When a player moves from one club to another, his old
contract is terminated and he negotiates a new one with the cl ub he is moving to, unlike in
American, Canadian and Australian sports, where teams essentially trade existing player contracts.
However, in some cases, transfers can function in a similar manner to player trades, as teams can
offer another player on their squad as part of the compensation.
In case of Head Hunting, organization can walk in alternative way not to go by third party sourcing.
Like “CV” who has sufficient competent employees those who are really outstanding to give support
in any organization. In that case, “WE” who don’t have such kind employee they can borrow
required employee from “CV” who has sufficient employee. This transfer can be for a certain period
of time as per agreement between “WE & CV”. That is happening in international football. This is
where a player is allowed to temporarily play for a club other than the one he is currently
contracted to. Loan deals may last from a few weeks to all season-long and can also be for a few
seasons. Rarely, a loan of a player can be included in the transfer of another player.
Thus, organization can recruit right or desire person who is really suitable for this post. As a result
hunting organization will get a right person who will be a real human capital. In that case,
organization not only will be able to get a trustworthy employee but also will be able to make sure
the required competency and smoothness of work. Because when we hire people most of the time
doesn’t know properly about the person even when we don’t get correct information during
reference checking. But above two sources will make sure about that person’s quality with
morality.. Such as last year Athletico Madrid has borrowed David Viya from most prominent club
Bersalona. Athletico Madrid knew about David Viya but source of the player was Bersalona who
produce talent from child hood of any player by their underage club. Leonel Messi also has come
from that place. This process can also create a good practice among the organization that will
produce talent and competent employee by their staff development strategy and culture, so that
they can take the privilege. Consequently, every organization will cultivate to produce talent and
keep employee into their pipeline to take the benefit. In such way every employee will come under
a professional development process and programme. Such kind of practice will not only create a
great motivation among them but also every employee will believe into their heart that, if they
don’t fit for here but they will have opportunity to hold a responsible position for another
organization that will manage his current organization.
By this mode action organization can get more following benefits:
 Organization will get right person who will be much more effective and efficient
Person evens an actual Human Capital: Mentioned modes or process will make sure the
right person for right place who will drive the organization with effective and efficient
manner. Because, hunting person already a proofed person by his or her organization.

3. Documents and other investigation has proofed that the incumbent was a Human Capital of
his or her previous organization. As he/ she was into the plan of succession. We know that
employee come under in succession planning actually who has sound skills, competency,
vast experience and keen job & professional knowledge, proper business acumen
knowledge and outstanding attitude that got accepted by remaining employee of the
organization. So the person’s Skills, Competency, Experience and Attitudes are justified.
 Most trustworthy Reference: The person would be most trustworthy as his or her
reference was much more bona fide. Where we don’t know about anybody when we out
source or recruit people by third party or head hunting company. But here we are getting
direct reference checking option by his or her organization. We will have keenly idea about
the person how capable he is and what he can produce by his or her ability. It would be
more visualized when we will get his or her information from his direct boss and where he
or she working now. There will be a chance to check his previous record or performance
directly that never be possible to justify when he or she bring few documents or third
party say about him ( his or her referee or head count company) or that person
demonstrate his or her previous documents.
 Cost and time effective recruitment / right Return of investment (ROI) : Return of
investment is the most thinking place of organization. Organization thinks that what would
be the return of investment if I spend money for employee development. Some days later he
or she will go to other organization. He or she will seek the opportunity to switch the job as
per his or betterment or career development. In that case I will be loser. But all the
organization come under an umbrella and thinks that if I need any employee with these
criteria who will be a good asset or good human capital of my organization then they can
look for among their competitors if they find a suitable one as per their demand then they
can offer to that organization saying that i am ready to bear the cost that you have expend
behind him during his or her tenure period to make a real human capital for your
organization. If the organization who got the offer from others company think that he has
succession employee without this one they can accept the offer. For instance, the most
worlds prominent football club Bersalona has an academy whose main intention is they
create footballer as per their demand with a view to serve Bersalona main team. But most of
the time they are not able to play all the players those whom created to play for main team
Bersalona. In that time what they do? Most of time they get offer from others club to sell
them those who are sufficient. If Bersalona club management thinks that the offer can be
accepted then they accept the offer. By the way they are become benefited. Because they get
their return on invested money that they expended for that player. In that way both club are
getting benefited. One club is getting a good player who is able to fulfill his club’s demand
and Bersalona club is becoming more enthusiastic to create more valuable players who will
be able to serve their main team. If they do not need him for the main team then they have
opportunity to sell him or give loan to other bigger team or club. In that way that employee
will feel comfortable to flourish his or her potentiality as well as he or she will get a good
opportunity
- Potential players are getting a platform to develop himself as per his talent

4. - Developing player know that if he don’t get chance to play for Bersalona main
team but other good team are waiting for him
- Bersalonaclubmanagementknow that we are developing him for our main team
if our existing team is able to perform without him then we have another
opportunity to sell him
- On the other handotherclubsknowthat thoughwe have to expanse a big amount
to hire that player but we will get a good super star who will be the good one for
our team and Bersalonas players are the arsenal for creating good football
players. So ultimately we won’t be loser. No need for others to check.
- When the organization give loan or transfer ( sell ) him her to others company
they will get their return of investment that has been invested on him.
- Employee also won’t be trigger off about his or her career and further
development.
 Will make sure integrity and transparency: this mode will also make sure the proper
integrity and transparency. Most of the time what we see? We see that employee say lie
about his or her employment history like his tenure period of employment or with his
designation or his or her compensation and benefits. But this process or mode will make
sure real scenario as well as well as valid information regarding above issues. But most of
the employee tells a lie even though we hire people through third party or head hunting
firm or organization. In addition to this mode of action will generate into the employee
more other thinks like
- Employee will be more responsible within the organization because he or she will know
if I would be sincere I will be able to generate a good impression within my organization
even my colleagues that would be a benchmark for his or her betterment even to other
organization to sell myself. It will instigate the employee to be a good performer with a
sense of sincerity.
- Employee will be more accountable for his/her output because he knows his output
would be his or her brand to sell him within the organization as well as outside of the
market. It’s the demand of all organization that every employee will be much more
accountable to attain business success, consistency and overall business goal, in turn
make the business more productive and efficient.
- Every organization wants that all the employees in the organization will be very ethical
and transparent who are responsible, accountable, holds the ownership of their job,
ethical awareness, fairness, trustworthy and respectable toward his or her duty. When
they see that someone has such kind of quality then they go for employee development
for creating future leader. But often that employee quit the organization after his or her
developing period because of this reason employer doesn’t go for employee
development. As a result potential employee become frustrated and trigger off and
organization get deprived to create a good culture regarding this issues despite of have
that desire and needs. But to stop or remove the culture or bad practice captioned mode
can be a sound solution. Because organization will be able to go forward with this issues
with full confidence as he will have an option to get return on investment as well as

5. employee will also be more confident toward the organization because he also knows
that he will get something better for his dedication.
- Will Reduce or remove conflict between two potential persons who claim he has ability
to be a manger or to give lead the team even will evil conflict or organizational politics
as well as intra conflict. we know or see that when manager feel or realize that his
subordinate is much more capable then to him/her that time he or she try to
suppressed that person or he start notorious game against that person like from this
source appear a bad organizational politics that spoil the organizational culture and
environment and create grouping practice. As a result that potential employee search
new job to get release and prove himself. But by the practice organization sell him or
give borrow him for a certain time period to another company who are looking such
kind of employee. After agreement time if organization feel that they needs him then
they will get back him or don’t feel that then they will sell him permanently.
Small potential entrepreneur may get vast experienced person: Another think may
happen by this mode like many of the organization’s head of the division’s have no option to
go in next step hierarchal way and his age almost going to end to go for retirement . In that
case if the organization think that his second men is ready to hold or run the division
effectively and efficiently then organization can sell the current divisional head to a small
organization those are very new in this business arena. In such way emerging new
organization will get a vast experienced person through valid reference and existing
organization will be able to give ground to flourish of second whom were getting read as
future leader. David Backham was the most familiar and talent footballer of Real Madrid
football team. But after a certain time Real Madrid got the alternative player of Backham. In
that time they sold the Backham to a USA club Galaxy. Though the Galaxy was a bit
prominent club however, because of Bakham they won many game and they became
familiar to people. In such way any new emerging organization can hire any head of the
division who is almost going to finish his job within 4 or 5 years. Firstly they will hire the
person from a very good source on the other hand they will get a reliable and vast
experienced person who will be able to provide good suggestion and effective guidelines to
get a good business success as fresh blood of business and there will be a enough chance to
be a familiar organization through the communication or networking of that person.
Will make sure work life balance at workplace and Occupational Health & Safety:
This mode of action will make sure work life balance among the employees. Many of time it is found
that supervisor don’t delegate bulk amount of work or don’t disclose detail process of work to his
or her subordinate. The reason behind of it if the subordinate knows the process then he or she
may get the attention to others even to management. In that case, supervisor might lose the
position or value having lack of KSA than to subordinates. Even though many time supervisor don’t
avail minimum amount of leave for his or her recreation. Because of this kinds of concern
supervisor take tremendous pressure or burden and spoil work life balance and sometimes fall in
occupational health hazard. Yet research says employee should be avail frequent no of leave to get
relief from work and to makes sure employees occupational health safety. Yet equitable employee

6. development manner will reduce work life balance, will increase delegation of work and thus
second level of employee will come under succession platform when subordinates will have
numerous opportunity to work independently due delegation of work or when supervisor will be
on leave. By the tag line concept every employee will be enriched about their work process and
work concept. Because, when supervisor delegate numerous no of work and employee will get the
opportunity to know the detail work process that will make sure standard work and quality of
work, on the other hand supervisor will get chance development himself by reading new books,
articles, new thought of the world of relevant function or to work with new process of work in his
free time. Those may create many new initiatives for the division and many thought process may
introduce as “Creativity without investment”
In conclusion, there will have a very good chance to build a good corporate culture. Most of the
employee will be more reliable to implement organizational goal and objective. Employee will be
much more confident about himself/herself when he or she will get proper training and learning
development opportunity. Organization will also be confident to attain his/her success even
without any hesitation. Employer will think about employee’s development so that they can
development themselves in their own field. Organization will be more interested to do research
based work to enrich product or service line in competent manner. Country will get skiled human
resource those will be very experienced in his/her sector. Will be reduce who are making negative /
fault business with head hunting I mean so called head hunting company will be demolish from
market those who are working as middle men. Employer and employee both will get rid of them.
Organization will start proper succession planning to meet its goal and strategic objective. Most of
the MNC or manufacturing company ‘s will have succession planning or talent mapping practice as
well as they will be get ready to do TNA based T&D practice. This would be the ample opportunity
to prepare many effective and task oriented training module that is badly needed in our
Bangladesh. Most of the time organization doesn’t prepare any module as per relevant job
requirement. The notion will remove why I will develop employee as there is a chance employee
will move to other organization after getting this training and competitor will benefited who will
hire my human asset or capital. The most valuable thing is that People or employee won’t be
treacherous.