Optimizing Your Investment in In the 21st century, talented professionals are

increasingly mobile, have highly transferable

Your Employees skills, are internet-literate, well informed, and
above all, sought after. Many managers and
leaders are currently struggling to find and
keep these valuable individuals.

War of talents

Retaining great talent

❖ Be clear about what you expect from people and
measure
their contributions
❖ Provide individuals with the materials and tools they
need to perform their jobs
❖ Provide individuals opportunities to do what they do
best, every day
❖ Ensure that people have a manager who cares about
them
❖ Surround talented individuals with people who have a
similar drive for quality
❖ Provide opportunites for individuals to learn and grow
The ROI on talent management will
be defined by productivity and
profitable growth as determined by
whether or not the company has the
right number, type, and quality of
talent to achieve competitively high
levels of productivity and generate
long-term profitable growth

The Focus on ROI
Deployed
The strategic HRM was mostly about making
the HR department more “business savvy”
We define talent management as the
identification, development, and management
of the talent portfolio—i.e., the number, type,
and quality of employees that will most
effectively fulfil the company’s strategic and
operating objectives
Talent Allocation Versus Talent
There are two major factors that determine the
ROI a company achieves on its talent
portfolio.
1.where and how the company chooses to
allocate its talent within its overall operating
model
2.The degree to which it has the appropriate
talent deployed (i.e., the optimal talent
portfolio)
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