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Talent Management

Talent Management

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Published by: richa2404 on Dec 14, 2009
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12/07/2013

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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

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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.

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Developed 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 Approach Rifle 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

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