Talent Management Workshop

Workshop HRM
Olga Kanashina
Strategic HRM
Agenda
Course introduction
Introductions
Outline & Expectations
How well do I know myself?
Reflection
info@csss.es | www.csss.es
“I’m (name)”
“My country of origin is…”
“I speak … languages.”
“I’m studying at C3S because…”
“My knowledge and experience are…”
“By the end of the studying I want…”
“One thing you need to know about me is…”
Olga Kanashina
• 15+ years financial
sector as T&D
manager and Head
of Sales
• 6+ years in Higher
Education
• Training to be an
business coach
MY EXPERIENCE
Introductions
I fell in love…
What happened next?
Watch the video and have a think
about what is going to impact the
workforce of the future…
https://www.youtube.com/watch?v=EuDnSqAo784
https://www.youtube.com/watch?v=nnboHTfYsfk
How well do I know myself?
"asian woman thinking credit to https://1dayreview.com" by1DayReview is licensed under CC BY 2.0

What’s your unique
talent?
https://youtu.be/b2f2Kqt_KcE?si=iyhxiCzqxA90Enr6
What do I have to offer an organization?
List 10 things.
"Creative Company Conference 2011" by Sebastiaan ter Burg is licensed under CC BY-SA 2.0 info@csss.es | www.csss.es
Choose 3 - give an example of when you demonstrated
each skill.
"Creative Company Conference 2011" by Sebastiaan ter Burg is licensed under CC BY-SA 2.0 info@csss.es | www.csss.es
Recent research shows that about 76% of
organizations with more than 100 employees
rely on assessment tools such as aptitude and
personality tests for external hiring. That figure
is expected to climb to 88% over the next few
years
(Harvard business review)
Free personality test- 16 personalities
https://www.16personalities.com/free-personality-test
Your personality type is….?
Energy? Mind? Nature? Tactics? Identity?
McDonald’s Making Job Applicants Take Weird AI
Personality Tests
"Man I just want a dishwasher job."
https://futurism.com/mandatory-ai-hiring-tests
Quiz “Secret talent`”
https://www.quizony.com/what-is-your-secret-talent/index.html
HRM – Traditional definition
Traditional Definition:
The first definition of HRM is that it is the process of managing

people in organizations in a structured and thorough manner.
This covers the fields of staffing (=hiring people), retention of

people, pay and perks setting and management, performance
management, change management and taking care of exits
from the company to round off the activities.
This is the traditional definition of HRM which leads some

experts to define it as a modern version of the Personnel
Management function that was used earlier.
HRM – Contemporary definition
Contemporary Definition:
The second definition of HRM encompasses the management of

people in organizations from a Macro perspective i.e. managing
people in the form of a collective relationship between management
and employees. This approach focuses on the objectives and
outcomes of the HRM function
What this means is that the HR function in contemporary

organizations is concerned with the notions of people enabling,
people development and a focus on making the ‘employment
relationship’ fulfilling for both the management and employees.
What is HRM?
It is a science as well because

of the precision and rigorous
application of theory that is
required.
Human Resource
Management (HRM) is an
‘art and science’.
Thus, HRM is both the art

of managing people by
recourse to creative and
innovative approaches.
Importance of HRM for company success
There are various reasons for

organizations to have a HRM strategy
as well as the business drivers that
make the strategy imperative for
organizational success.
It is a fact that to thrive in the chaotic and

turbulent business environment, firms need
to constantly innovate and be ‘ahead of the
curve’ in terms of business practices and
strategies.
It is from this motivation to be at the
top of the pack that HRM becomes a
valuable tool for management to
ensure success.
Workshop: Objectives of HRM
1.Human capital : assisting the organization in obtaining the right number and types
of employees to fulfill its strategic and operational goals
2. Developing organizational culture: helping to create a climate in which
employees are encouraged to develop and utilize their skills to the fullest and to
employ the skills and abilities of the workforce efficiently
3. Helping to maintain performance standards and increase productivity through
effective job design; providing adequate orientation, training and development;
providing performance-related feedback; and ensuring effective two-way
communication.
4. Helping to establish and maintain a harmonious employer/employee
relationship
5. Helping to create and maintain a safe and healthy work environment
5
Objectives of HRM
Human resource
management models
Hard HRM: Soft HRM:
• Individualistic
• rejection/marginalization of • Workers viewed as exploitable
industrial relations assets.
• dismissal of contrasts of • more of concern with the
perspectives amongst chiefs and employee’s views
workers – these are thought to be • emphasis on employee
comparable relations
• emphasis on gaining work • employee involvement and
efficiencies commitment encouraged
• sharp financial focus • Humanistic edge of thinking
• development of core employees
The matching model of HRM (hard)
Source: Devanna et al. (1984)

26
Harvard model (soft)
Source: Beer et al. (1984: 16)
27
Case study
Apple Inc.: Aligning HRM with Innovation and Excellence
Introduction:
Apple Inc., one of the most renowned technology companies globally, is synonymous
with innovation, excellence, and groundbreaking products. Its success is a result of not
only visionary leadership and product design but also the strategic management of its
human resources. This case study explores how Apple Inc. has effectively integrated
HRM into its corporate strategy to achieve its goals.
Case Study Scenario: Under the visionary leadership of Tim Cook, Apple Inc. has set
ambitious goals for the future. The company aims to maintain its position as a leader in
technological innovation while simultaneously addressing challenges such as
employee diversity, talent retention, and global expansion.
Case Study Questions:
Introduction to HRM at Apple:
1.Provide an overview of Apple's approach to HRM, emphasizing its significance in the
organization.
2.Discuss how HRM aligns with Apple's corporate values and culture.
Goals of HRM at Apple:
3.Explore the primary goals of HRM at Apple, such as fostering innovation, diversify workforce,
and ensuring employee satisfaction.
4.Analyze how these HRM goals contribute to Apple's success in the tech industry.
Innovation and Talent Management:
5.Explain how HRM at Apple plays a pivotal role in driving innovation.
6.Discuss Apple's talent management strategies, including recruitment, development, and
succession planning.
Diversity and Inclusion:
7.Highlight Apple's commitment to diversity and inclusion in the workplace
8.Discuss strategies for managing a diverse global workforce..
Global Expansion and HRM: Evaluate the HRM challenges and opportunities associated with
Apple's global expansion.
Practice
What HRM Apple profile do support company objectives:
Describe Apple profile

Goals of HRM at Apple
Innovation and Talent

Management:
Global Expansion and

HRM ( international HRM)
Diversity and Inclusion
VIDEO Apple Steve Job
https://youtu.be/f60dheI4ARg?si=AKBvAXTgPw3MoUuF
Talent Management Framework
(TMF) Model
1.Emerging Talent
2.Management Development
3.Leadership Development
annual performance development review (PDR).
Managing our Talent
The Talent Management Framework sets out to:
• have a high performance workforce

•encourage a learning organisation
•add value to the ‘employer of choice’ and branding agenda
•contribute to diversity management
The LifeLine Reflection Activity
Navigating the world and knowing your “why”
draw a horizontal LIFE line across your paper, then,

draw a vertical line on the far left side of the page labeling the top
“happy, satisfied, [or] fulfilled” and labeling the bottom “unhappy, satisfied tec?
Questions of reflection
•What do you think influenced you to get into your field of work?
•What experiences have I had in my life/career to date?
•How have these experiences influenced my development?
•Are there any themes/patterns which emerge?
•What values have been important for me along the way?
•What skills/knowledge/attitudes/behavior have I developed along
the way? Where have been the turning points?
•Which have been the happiest times? Which have been the
saddest times?
•When have I learned the most? How can this understanding help
me with regard to my future development?
•What would I pick out as milestones/significant achievements?
•Which individuals have been most important in my life/career to
date?
Examining, reflecting, applying
Some questions for reflection include:
•Can you identify any connections or thoughts in relation to your life

which explain things that give you satisfaction / frustrate you / the
responses you have in your personal life?
•Can you see something that sometimes has blocked your thinking,
behavior, and feelings?
•What’s still unfinished or your next challenge? (Commitment, 2021)
•What resources helped you get through difficult seasons?
•What do your [low points] have in common? (Neill, 2010)
•How can I be even better tomorrow?
•What’s the single biggest thing you can imagine that will help you
grow or to change your life?
•What perceptions, habits or beliefs do you need to build, change, or
reinforce to reach your goal?
How Work and Personal Life
Influence Each Other
•Human relationships in work and personal life have much in
common.
•Job satisfaction contributes to general life satisfaction.

•Unsatisfying job creates stress and burnout leading to physical
health problems.
•Quality of your relationships with people at work and in personal life
influence each other.
How Work and Personal Life
Influence Each Other
•Certain skills contribute to success in both work and personal life.

People who can work with people to get things done on the job can
use the same skills in personal life.
•A balanced life enhances productivity and job satisfaction. Work

can interfere with family life and family life can interfere with work.
Onboarding Process Simulation
Scenario: One student acts as a new employee/BA student joining the company,
while another student plays the role of the HR representative responsible for
onboarding.
The HR representative guides the new employee through the onboarding

process, explaining company policies, introducing key personnel, and
addressing any questions or concerns the employee may have.
Employee role is to give feedback about form of communication, actively

participate in the review meeting, listen to feedback from your supervisor, and
ask questions for clarification.
Thank
you!

Talent Management Workshop

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Talent Management Workshop

Uploaded by

Copyright:

Available Formats

Workshop HRM

"asian woman thinking credit to https://1dayreview.com" by1DayReview is licensed under CC BY 2.0

Your personality type is….?

Energy? Mind? Nature? Tactics? Identity?

The first definition of HRM is that it is the process of managing

This covers the fields of staffing (=hiring people), retention of

This is the traditional definition of HRM which leads some

The second definition of HRM encompasses the management of

What this means is that the HR function in contemporary

It is a science as well because

Thus, HRM is both the art

There are various reasons for

It is a fact that to thrive in the chaotic and

Source: Devanna et al. (1984)

Source: Beer et al. (1984: 16)

Apple Inc.: Aligning HRM with Innovation and Excellence

What HRM Apple profile do support company objectives:

Describe Apple profile

Innovation and Talent

Global Expansion and

annual performance development review (PDR).

The Talent Management Framework sets out to:

• have a high performance workforce

Navigating the world and knowing your “why”

draw a horizontal LIFE line across your paper, then,

Some questions for reflection include:

•Can you identify any connections or thoughts in relation to your life

•Job satisfaction contributes to general life satisfaction.

•Certain skills contribute to success in both work and personal life.

•A balanced life enhances productivity and job satisfaction. Work

The HR representative guides the new employee through the onboarding

Employee role is to give feedback about form of communication, actively

You might also like