Talent Management and its

Measures

A2 PGP/FW/06-08

Hardik Patel ….16

Ashraf Ansari ...10
 Talent Management
What is Talent Management?

The process of-

Recruiting, managing, assessing,

developing and maintaining organizations
most important resource -its people
 Segments of Talent
Management
 e-Recruiting Software

 Learning Management
System

 Compensation
Management

 Performance Management
 e Recruiting Software
 Workforce planning- planning
organizational needs, acquiring budget for
new openings

 Recruiting- identify, interview, compare &

hire new candidates

 On-Boarding- ensure new hires are

briefed on all HR & benefits matters &
arrange training schedule
 Learning Management system
 LMS are Web based “Anytime Anywhere
access” to learning content

 LMS allow people registration, delivery &

tracking of e learning courses

 LMS develops people’s skills through

training
 Compensation Management
 Succession Planning- identifying
candidates for new position, leadership,
mngmt etc & prepare

 Compensation & Benefits-identify &

deliver
C&B plans for each job & position

 Skill gap Analysis-identify critical skills &

locate potential gaps & plan to avoid gaps
 Performance management
 Goal Management
 Performance appraisal
 360 degree Feed Back
 Development planning and training

-are used for employees to understand

their roles, strategic business objectives,
expectation in day to day activities, etc
 Measures
 Define the need for performance management
solutions

 Determine Strategy for moving forward

 Align Business units with strategy

 Agree the kind of people in company and what

kind of people you need
 Evaluate employees on consistent criteria

 Give workers a sense of belongingness with the

company

 Give employees an opportunity for career growth

 Link workers skill’s to the job roles

 Encourage people to behave in a way

 which will carry the companies goals

 Identify Gaps and monitor those over time.

 To Achieve High Performance
people must have:
 Clear goals & performance standards

 Clear values & boundaries of behavior

 Understanding how they contribute to

business performance

 Capability to deliver high performance

 Motivation to deliver high performance

 Understanding of how they will be

rewarded for high performance

 Understanding of consequences of poor

performance

 Sufficient resources to do the job

 Four Things to Improve Quality of
Hires
 Identify what characterizes a high
performer.

 Find top performers

 Find out where high performers are

located

 Find out what attracts potential high

performers to our organization
 Benchmark firms
 Microsoft
 GE
 Pepsi
 Intel
 Wal-Mart
 Dell
 Southwest Airlines
Thank you