Talent

Management
“…effective executives do not start out by looking
at weaknesses.
You cannot build performance on weaknesses.

You can build only on strengths.

Make weaknesses irrelevant.”
a special natural
ability
or
aptitude

a capacity for
achievement
or
success
 `

Talent management involves individual and

organizational development in response to a
changing and complex operating environment.

It includes the creation and maintenance of a

supportive, people oriented organization culture.
A conscious, deliberate approach
undertaken to attract, develop and retain
people with the aptitude and abilities to
meet current and future organizational
needs.
Scope
• Finds and delivers leaders-the key to
performance.


• Aligns the right person to the right

work.


• Speeds recruitment, selection &

staffing.

 Closes talent gaps---speeds knowledge transfer.

Completes management teams.

Ensures stability with smooth succession.

TM approach
• Recruitment - ensuring the right
people are attracted to the
organization.
•
• Retention - developing and
implementing practices that
reward and support employees.
•
• Employee development - ensuring
continuous informal and formal
learning and development.

Performance management - specific
processes that nurture and support
performance, including
feedback/measurement.

Workforce planning - planning for

business and general changes, including
the older workforce and current/future
skills shortages.

Culture - development of a positive,

progressive and high performance "way of
operating".
“Once we accept our limits, we go beyond
them.”
ØStrategic approaches to recruitment
Ø
ØWork force planning
Ø
ØSegmentation and narrow casting
Ø
ØTalent pooling
Ø
ØPerformance based assessment and selection
Recruiting process outsourcing
Ø
Ø RPO
Ø
Ø RPO MARKET SIZE AND GROWTH
POTENTIAL
Ø
Ø BENEFITS OF RPO
Development
APPROACHES TO TALENT DEVELOPMENT
ØTalent must be developed on three dimensions namely,
knowledge, skill and attitude

ØThree functional areas of development include strategic focus,

management controls, and operational controls.
 Developed
5 Needs

Major areas in this

respect include :
 Second aspect relates to feelings and
inter-relationships
• Authority
• Activity
• Achievement
• Sensitivity
• Involvement
• Interdependence
• Stamina
• Adaptability
• Sense of Humor 

Third aspect relates to outward
behavior characteristics

Vision

Personal

Social
Responsibility


Develop Talent
ØBroadening the available
talent pool
Ø
ØDeveloping your existing
talent
Ø
ØSpecialist Skills
 APPROACHES FOR TRAINING

Shot Gun Rifle

Approach Approach
 TARGETTED TRAINING
ØLow Performer
Ø
ØStrong and Steady Performer
Ø
ØTop Performer
Ø
ØHigh Potentials
Retention
How to Retain?
Meaningful opportunities for growth.

Appreciation of good work.

Cultivating a sense of ownership.

Exit interviews.

TALENT MANAGEMENT CHALLENGES

1.Attracting and retaining the employees

2.Creating a workplace that is open to Boomers in

their second careers

3.Overcoming a norm of short tenure and frequent

movement

4.Redesigning talent management practices to attract

and retain Gen Y’s
TALENT MANAGEMENT STRATEGIES

Merge the talent management data

Automate the talent management

process

Recognize and close employee

performance gaps

Use reliable, fair pay for promotion

incentives
Conclusion
`