Talent Management

Developing Tomorrows Leaders

Nadia McCalla
APPL 647
Fall 2007
What is Talent?
• Special skill or ability
• A capacity for achievement or success
• A core group of leaders and key
contributors (Workforce Management)
Defining Talent
Percentage of HR executives reporting groups they
consider to be "talent," 2006
• Senior leadership 86%
• Midlevel employees with
leadership potential 82%
• Key contributors/technical experts 76%
• Entry-level employees with
leadership potential 48%
Note: Survey of HR executives at 250 North American midsize and large organizations. Source:
Towers Perrin (www.towersperrin.com/hrservices)
What is Talent Management?
A set of business practices that manage
planning, acquisition, development,
retention and advancement of talent in
order to achieve business goals and
optimize performance
What is Talent Management?
Involves:
• Recruitment & Selection
− Knowledge, Skills, and Abilities
• Employee Development & Training
− Improve skills and broaden knowledge
• Performance Management
− Provide feedback for improvement
• Compensation & Benefits
− Rewarding employees to meet financial needs
• Succession Planning
− Tomorrows leaders
 How to Identify TALENT
Take a Talent Inventory
− What are the key positions
− Needed competencies
• Knowledge, skills, abilities,
• Attitudes and attributes
− Identify high potential & high performing
employees
 Succession Planning

Begin Succession Planning:

− Who are potential successors
− Identify competency gaps
− Have a development plan
− Develop recruitment plans
Development Planning
Employee development plan:
• Formal Training
− Perform current jobs more effectively.
− Next job in the career ladder.
− Job in a different discipline
• Mentoring
− Additional skills and resources
− orient new hires and enables them to function more
productively sooner
• Leadership Development
• Job Rotation
 Activity #1
Distinguish between:

Core Competencies & Role Specific Competencies

 How to Identify TALENT
Take a Talent Inventory
− What are the key positions
− Needed competencies
• Knowledge, skills, abilities,
• Attitudes and attributes
− Identify high potential & high performing
employees
 Activity #2
1. Identify a potential successor for the
HR Manager position.

2. Formulate a Development plan for that

individual
• What development strategies would you
suggest to prepare this individual for their up
coming new role