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TALENT MANAGEMENT

PRESENTED BY:

MICHELLE I. HERRERA
M.P.S. – PUBLIC ADMINISTRATION
DEFINING TALENT
Talent - consists of those individuals who can make a
difference to organizational performance either through
their immediate contribution or, in the longer-term, by
demonstrating the highest levels of potential.

According to McKinsey, talent is the sum of


a person’s abilities,
his or her intrinsic gifts,
skills, knowledge, experience ,
intelligence,
judgment, attitude, character, drive,
his or her ability to learn and grow
(HUMAN CAPITAL MANAGEMENT)
useful term when it describes an organization's
commitment to hire, manage and retain talented
employees.
STAGES INCLUDED IN TALENT
MANAGEMENT
STAGES INCLUDED IN TM
Understanding the requirement : determine the
requirement of talent (developing job description
and job specifications)

Accounting Assistant
FEDERAL LAND, INC.

Job Requirements:
• College graduate of BS Accountancy
• CPA is preferred
• 1-3 years work experience in accounting
• Real estate background is preferred but not required
Job Description:
• Responsible in handling cost per project
• Tracking of construction cost per project
• Monitors actual project construction cost against budget per
project
• Coordinates with the accounts payable team to ensure that all
billings are paid on time
• Need to develop and enhance cost per project reporting
• Work with Project Managers on billing verification for project
charging
• Does administrative tasks assigned by immediate superior
STAGES INCLUDED IN TM
Sourcing the Talent: targeting the best talent of the
industry (Searching for people according to the
requirement)

Attracting the Talent: it is important to attract the


talented people to work with you as the whole
process revolves around this only.

“Good compensation awaits for the


Right candidates”
STAGES INCLUDED IN TM
Recruiting the Talent: The actual process of hiring
starts from here. This is the stage when people are
invited to join the organization.

Selecting the Talent: Candidates who qualify this


round are invited to join the organization.
STAGES INCLUDED IN TM
Training and Development: they are trained and
developed to get the desired output.

Retention:Retention programs focus on the


relationship between management and their worker.
Employees once being trained have a tendency to
move to other organizations for better prospects.
STAGES INCLUDED IN TM
Promotion: Job enrichment plays an important role

Performance Appraisal: Measuring the actual


performance of an employee
STAGES INCLUDED IN TM
Career Planning: If the individual can handle the work
pressure and extra responsibilities well, the
management needs to plan his or her career so that
he or she feels rewarded.

Succession Planning:developing potential future


leaders or senior managers who will replace whom in
near future.

Exit: when an individual gets retired or is no more a


part of the organization.
BENEFITS OF TALENT MANAGEMENT
• Right Person in the right Job: the right person is deployed in
the right position and employee productivity is increased.
Contd..
• Retaining the top talent:Retaining top talent is
important to leadership and growth in the
marketplace. Organizations that fail to retain their
top talent are at the risk of losing out to
competitors.

“Employees want to feel valued”


Using Non-Monetary Rewards to
Retain Top Talent
Using Non-Monetary Rewards to Retain
Top Talent
1) Verbal Praise - They also give praise or even a simple thanks
when someone does a good job. This is sincere praise and
thanks, not just given as a matter of fact.

2) Achievement Awards - These achievement awards are earned


and not everyone can get.
Using Non-Monetary Rewards to Retain
Top Talent
3) Learning and Development - This might include giving them
some time off to attend classes, bringing a topic expert in to
speak to a group, allowing them to attend a workshop, have an
on-line training program they can complete, or encouraging
involvement in professional association and trade associations

4) Fun and Recreational Events - Some examples include, a


putting contest in the office, a lunch out etc. To the workers this
is worth making a few dollars less because they enjoy the people
and their efforts are recognized.
REASONS TOP TALENT LEAVES
1. They don't feel appreciated

Companies lose sight of their employees' value.


Employees express good fortune at being employed,
but they also express a desire to belong to an
organization that cares about their well being.

“People need jobs, can easily replace by everyone”


2. They aren't innovating

Businesses should talk with their employees to learn


about how they can contribute to these new
opportunities and provide them with training to work in
these new, exciting arenas.
3. They aren't properly trained

Employees want to be set-up for success and not failure.


A lack of training often results in unnecessary errors,
reprimands and low employee morale.
4. They feel like they're in a toxic work environment

Employees leave when they perceive their work environment as an


unhealthy one. Managers and employees must learn how their
words and actions can set the tone for an unhealthy workplace,
how to determine whether their department is on the verge of
toxicity and how to implement techniques to boost morale and
foster a healthy workplace.
5. They don't have work-life balance

Employees dislike when work bleeds into their personal


time. When workers feel there is no balance between
work and home, and they are always on call miss out on
touching moments in their family members life, they will
likely quit regardless of financial compensation.
SOME TM SYSTEMS

Talent Edge - Infosys Peoplesoft - Oracle

Addresses the entire HR lifecycle helping


companies their HR Processes and reduce
operational costs. Their flat form is build on Oracles
industry-leading PeopleSoft Human Capital
Management Suite.
PROBLEM FINDING THE RIGHT
TALENT
• Campus Hire - More and more companies are focusing
their attention on campuses to add human capital to their
organizations and to lure the younger generation to replace
the retiring baby boomers.
RECENT TRENDS IN TM
• Talent War: Finding and retaining the best talent is
the most difficult aspect of HR management.

• Technology and Talent Management: Technology


is increasingly getting introduced into people
development..
• Promoting Talent
Internally: An individual is
hired, when there is a fit
between his abilities or
skills and the requirements • Population Worries
of the organization. Globally: World
populations are either
young or aging. Still more
researches have predicted
that demographic changes
in United States will lead
to shortage of 10 million
workers in the near future!
• Talent Management to rescue HR : HR has been
compelled to focus on qualitative aspects equally and
even more than quantitative aspects like the head
count etc. through talent management more effort is
now being laid on designing and maintaining employee
scorecards and employee surveys for ensuring that
talent is nurtured and grown perpetually.
• Increase in Employer of Choice Initiatives: An
organization’s perceived value as an employer as
helps improve its brand value in the eyes of its
consumer. Most importantly it helps it attract the
right talent.