Retaining Talent, the Adobe way

One of the silicon valley's most happening player is the adobe systems Inc. The company that made Photoshop a household name, is among the top firms in the hiring scene today. So what exactly has the software giant done on the job front?

It has ensured it stays steady with the hiring number at 1000 every quarter. And the man who is considered to be the driving force behind the companys showing is Jeff Vijang Co, Wasits Vice-President for global talent.

As in the case with every other firm the process of onboarding has been vital for the companys success. According to vijungco, his first task on hand was to ensure the new recruit sets foot on the career trajectory right away.

This proved to be helpful for the firm in the long run, as the strategy ensured that freshers turn into productive employees within a few months of their joining. We changed the way supervisors handled the newcomers. They were given definite tasks with deadlines, that focussed on helping out the joinee with the work, apart from giving feedback he says.

One of the highlights in the adobe formula for retaining talent is the plan chalked out for the freshers themselves. 

This is made ready by brining the recruiters or board in the orientation programme.

Unlike in other firms where the recruiter teams work is done with the moment a selected candidate signs on the dotted line, here the members are infused into the work culture too.

The freshers too obtain a whole new perspective of the job at hand with all the departments of the company working together to set him or her up. "The newcomers are handled over a schedule the re-defines short and long term goals. This is a joint work done by the recruiting team, the human respurce personnel and the candidate he explains adding that this trend minimizes the yawing gap between hiring and development.

This is not just the kind of programme that gets done after the candidate familiarizes with the work culture. What makes the tactic a true success is when the team frequently follows upon the new hires.

All of these strategies prove to be beneficial a couple fo months down the line when there is a serious staff and knowledge cruch, it is learnt. The collective knowledge gained int he initial stages all come into use of this point of time, with the employees, who largely benefited from the orientation programme, do not fail to rise up to the occasion.

Another major scheme that put adobe on the from foot, is the transition of the company to the creative cloud its cloud based subscription model.

This significant change also resulted in a huge chuck of leadership development content online which in turn gave rise to the popular adobe connect the companys mobile web conferencing software.

This helped create a huge database of learning courses which the staff were able to take home.

Healthy participation and subsequent productivity were the result of this brainwave.

Apart from this a learner could also avail the online library it is said what is the point of bringing in new technology with no result to show? Adobe found easy answers to this too.

It made sure its developments team joined hands with the IT departments which in turn used its skills to develop a reporting tool to set up dashboards to highlights results. Identify skill gaps was a major issue that was resolved with the help of this technology in learning aspect and also ensured a clearer picture emerged with the usage.

within months, the results were for all to see.

According to the firm, more than 8000 employees in 2015, completed the digital leading @ adobe course. This was huge upswing from the 500 add numbers in 2013. And the task at hand-ensuring the company's talent does not wear away also proved to be a benefactor of this.

In five years of implementation of e-learning the retaining of new comers rose to almost 100 percent

Courtesy: http://www.mtdtraining.com

Warm Regards

BS

Founder-HR Talent Focus