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 •Learning opportunities •Succession opportunities •Stretch opportunities •System of identification •System of assessment •Mentorship

•Education •Training •Experience •Competence •Skills •Adaptability •Flexibility •Trainability

•Engagement •Satisfaction •Morale •Stake •Challenge •Wellness •Change

SHAMSI SK,INDU G,BABLEEN K(AIM)

THE TALENT – PARADIGM
Talent Acquisition
HR Planning

Talent Development
Leadership Development

Talent Management
Performance Management

Talent Retention
Employee Engagement

Audits

Capability Management

Rewards & Recognitions

Branding

Policies

Organization Development

Career 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 – Potential

SHAMSI SK,INDU G,BABLEEN K(AIM)

P E R F O R M A N C 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 potentialhigh 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)

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