“Intangible assets – How much is it really worth?

“Intangible assets – How much is it really worth?

Organizational entry isn’t just about finding the right person at the right time for the right job. It is also about keeping the right person. But how can we keep such valuable asset amidst the growing industries that promises to offer a fun place to work with plus perks together with extremely high starting rate? This is just one of those deep-seated questions being thrown now days by HR executives in every round table brainstorming there is. This has been one of the reasons why thinkers such us J. Collins & Porras adopted “built to last concept”, R.M Kanter urged executives to become “change masters” & Welch embraced “boundaryless” organization initiated with an open-book strategy just to encourage innovation and creativity to better position their respective organizations. To borrow one CEO’s statement “Take away my assets and leave my people.” This is one proof of how valuable these intangibles are to every organization striving to keep its pace in the new emerging economy.

Decades ago applicants use to offer commitment, loyalty, trust & conformity to our standards but sudden paradigm shift has emerge that lead to employers approaching talents offering them career path, security, training & development and benefits of which other industries could not match. This is the reason why I’m encouraging young job seekers alike to be a “company of their own” just to keep abreast with the demands of the new economy as discussed on my previous article. This is a good opportunity rather to better equip themselves with the necessary tools & competencies before exploiting the new global mindset of every recruiter and employer i.e. blitzkriegs. Job seekers should never rely too much of what their institution has offered them for things they taught us are mostly outdated proven by emerging practices in the new business arena. You should be responsible of your growth as discussed on my previous article. On one hand, this has been the reason why some multinationals or even local companies resorted to strategic collaborations with known institutions for strategic advantage. Some global corporations have even built their own institution and pooled the best professors at large just to help them breed new emotionally intelligent leaders – Hybrid performers. If you belong to these types of organization then so what if you’ll jump-ship. But still, they’ll bleed in silent and morn for the loss such talent for along with it was an enormous amount of tacit knowledge of which we can’t write nor explain. This led me to embrace the fundamentals of knowledge management before your think tank’s runs dry. Now, are you scared? Is your company still willing to push the game plan with your clear and concise operating system together with your ambitious or measurable goals? Then I would suggest you check your talent management program if it could counter your future knowledge management initiatives. Read more..