Talent Management

By: Saad Subbooh Ria Bhalla Komal Goel Akshay kapai Risha Behl

Definition·s
} 1.Talent

is like electricity. We don't understand electricity. We use it.

-Maya Angelou, Peninsula school, USA } 2. Talent is only starting point in business. You have got to keep working that talent.

-Irving Berlin
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Talent is culture with insolence.

-Aristotle

Talent management
It refers to the process of } developing and integrating new workers, } developing and retaining current workers, and } attracting highly skilled workers to work for a company. This process of attracting and retaining profitable employees, as it is increasingly more competitive between firms and of strategic importance, has come to be known as "the war for talent."

Source of Talent
Talent management system

Internal talent

Hidden Talent

Talent From market

Why talent management
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Talent management implies recognizing a person's inherent skills, traits, personality and offering him a matching job. This is beneficial for both organization and employee

Organization Benefits : * Increased productivity * A better linkage between individuals' efforts * Commitment of valued employees * Reduced turnover * A balance between people's jobs and skills
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Employee Benefits : * Higher motivation and commitment * Career development * Sustained motivation and job satisfaction
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Other important benefits :
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Transparence about our Human Capital Recognition &Development of performance and potential Long ² term Competitiveness

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Talent Marketplace
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A talent marketplace is an employee training and development strategy that is set in place within an organization. It is found to be most beneficial for companies where the most productive employees can pick and choose the projects and assignments that are most ideal for the specific employee. An ideal setting is where productivity is employee centric The point of activating a talent marketplace within a department is to harness and link individuals· particular skills with the task at hand. Examples of companies that implement the talent marketplace strategy are American Express and IBM.

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Some points in managing talent
1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11.

Talents do not respond well to command and control style Talents need freedom and flexibility Practice and foster a winning attitude Allow participation in decision making Use Talent based decision Praise in public , Pan in private Use total honesty Grant trust Focus on process not on result Be a friend not a boss Treat Talent as customer

Talent Mgt System Design Talent friendly environment

Design TMS

Talent Friendly Environment
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winning organization management System has nine element to build a talent friendly environment where talent can be attracted and build a talent friendly environment where talent can be attracted and retained.

9 Elements
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Customer Focus System Performance And Satisfaction Measurement System Participative management system Change management system Constant Innovation system Project team formation system Employee development system Human resource management system Financial Support system

Talent Friendly Environment cont·d«.
and satisfaction measurement system } Participative management system } Constant Innovation System } Employee Development System
} Performance

TMS
} Talent

management systems (TMS) Talent Management is the process of recruiting, managing, assessing, developing and maintaining an organization·s most important resource³its people. is an effective tool for creation of relationship between talent and management. This deals how organization attract, keep and manage talents.

} TMS

TMS Attract Talent Keep Talent Manage Talent Identify Talent

Today's Top 10 Talent-Management Challenges
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1. Attracting and retaining enough employees at all levels to meet the needs of organic and inorganic growth. 2. Creating a value proposition that appeals to multiple generations. 3. Developing a robust leadership pipeline 4. Rounding out the capabilities of hires who lack the breadth of necessary for global leadership.

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5. Transferring key knowledge and relationships. 6. Stemming the exodus of Gen X'ers from corporate life. 7. Redesigning talent management practices to attract and retain Gen Y's 9. Overcoming a "norm" of short tenure and frequent movement. 10. Enlisting executives who don't appreciate the challenge.

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Conclusion
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is agreed by almost all CEOs of big companies that it is the human resource ² a talented one ² that can provide them competiveness in the long run. So, it is the duty of the HR department to nurture a brigade of talented workforce which can win the war in the business field.

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