The War for Talent still Rages!!!

SHAMSI SK,INDU G,BABLEEN

K(AIM)
 AGENDA
• What is Talent???
• Employee Engagement
• Talent Development System
• Talent Segmentation
• Talent pipeline
• The Six ‘S’ Staircase Model

SHAMSI SK,INDU G,BABLEEN

K(AIM)
 Talent = Ability +Motivation +
Opportunity

•Role
•Promotion
prospects
•Education •Learning
•Engagement
•Training opportunities
•Satisfaction
•Experience •Succession
•Morale
•Competence opportunities
•Stake
•Skills •Stretch
•Challenge
•Adaptability opportunities
•Wellness
•Flexibility •System of
•Change
•Trainability identification
•System of
assessment
•Mentorship
SHAMSI SK,INDU G,BABLEEN
K(AIM)
 THE TALENT – PARADIGM

Talent Talent Talent Talent

Acquisition Development Management Retention

HR Planning Leadership Performance Employee

Development Management Engagement

Audits Capability Rewards & Branding

Management Recognitions

Policies Organization Career

Development Development

Learning

SHAMSI SK,INDU G,BABLEEN

K(AIM)
 Retention through
Employee Engagement

SHAMSI SK,INDU G,BABLEEN

K(AIM)
 Employee Engagement
• Level of commitment and involvement
an employee has towards their
organization and values.
The different types of people:
• Engaged
• Not engaged
• Actively disengaged

SHAMSI SK,INDU G,BABLEEN

K(AIM)
Employee Engagement Matrix

SHAMSI SK,INDU G,BABLEEN

K(AIM)
Employee Engagement Gap Analysis

SHAMSI SK,INDU G,BABLEEN

K(AIM)
SHAMSI SK,INDU G,BABLEEN
K(AIM)
SHAMSI SK,INDU G,BABLEEN
K(AIM)
 Talent Segmentation
• Talent Segmentation groups
employees based on their
demonstration of
performance and potential.
The process assesses POTENTIAL
individuals according to:
– Performance
P
– Potential E
R
F
O
R
M
A
N
SHAMSI SK,INDU G,BABLEEN C
K(AIM) E
 Talent Pipeline
Talent pipelining
solution is
• designed to ensure
sustained access
• to the best people
in any market at
multiple levels
• delivered on a
Global basis.

SHAMSI SK,INDU G,BABLEEN

K(AIM)
Every organization has one role or
function that is like a talent
desert;
• It’s a stretch for recruiting to
either keep enough candidates in the
funnel to satisfy business needs or
• The role is so specialized that only
a few individuals meet the
requirements necessary for success. 

SHAMSI SK,INDU G,BABLEEN

K(AIM)
Conti..Talent Pipeline

SHAMSI SK,INDU G,BABLEEN

K(AIM)
 Means of Talent Pipe Line
Development

• Job Rotation

• Mentoring

• Coaching

• Formal External
Training
SHAMSI SK,INDU G,BABLEEN
K(AIM)
 Talent Capability system
• Talent on-boarding
• Campus resourcing
• Nurturing and grooming of
talent
• Development of competencies
• Selection of high potential-
high performers and retaining
them
• Goal setting and performance
measurement

SHAMSI SK,INDU G,BABLEEN

K(AIM)
 Top Drivers of Employee
Engagement

• Trust and integrity

• Nature of the job

• The connection between

employee and company
performance

• Career growth opportunities

SHAMSI SK,INDU G,BABLEEN

K(AIM)
 Conti…
• Pride about the company

• Co workers/ team members

• Employee development

• Personal relationship with

one’s manager

• Work Life Balance

SHAMSI SK,INDU G,BABLEEN

K(AIM)
 The Six S Staircase Model
Salute
Satisfy
Support
Share
Select
Search

SHAMSI SK,INDU G,BABLEEN

K(AIM)
SHAMSI SK,INDU G,BABLEEN
K(AIM)