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Talent Management
 

Talent Management

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    Talent Management Talent Management Presentation Transcript

    • Ensure Results Goals Achievement Develop Employee Skills Measure Employee Performance Grow Employee Development Know Your Workforce Plan for Your Future Customized…. Powerful…. Critical © 2009 e-Gauge, Inc. www.e-Gauge.biz All Rights Reserved
    • Imagine… with the click of a mouse… Your leaders can, at their desktops… – Hold people accountable for developing skills which lead to business results. – Know who is the best fit for any job. – Help employees find their best career direction, thereby reducing turnover. – Pair an employee up with a mentor, developing solid talent. – Understand their department’s key training needs. – Know immediately where they have strong resources and where they don’t. © 2009 e-Gauge, Inc. www.e-Gauge.biz All Rights Reserved
    • How? • Know what key factors are necessary for success in your organization. • Align your processes around those factors. • Enable leaders to: – Connect those factors to business results. – Hold employees accountable for both having those factors and achieving their results. – Measure those factors in employees. – Grow those factors in employees. © 2009 e-Gauge, Inc. www.e-Gauge.biz All Rights Reserved
    • Add On Options Job Description •Performance Management Competencies/ Tasks/ Requirements •Development Mastery Measure •External Recruiting •HR Program ROI Performance / Goals Review •Compensation Driven by Job Description •Compliance For the Employee - Skills Growth For the Company – Results Succession Planning Achievement On-Boarding/ Ongoing Training Plans Internal Recruiting Candidate Identifier Development Growth Planning Employee Profile Career Path/ Planning Self Input/ Review / Other data Mentor Match Succession Planning (Org Chart) © 2009 e-Gauge, Inc. www.e-Gauge.biz All Rights Reserved
    • Planning • Identify talent across multiple locations. • Run query by department/job title/competency to match talent with job needs. • Identify voids in your talent pipeline. • Adjust your external recruiting to fill those voids. • Accurately monitor employee’s development progress and improvement. • Effectively make decisions to support needed change. © 2009 e-Gauge, Inc. www.e-Gauge.biz All Rights Reserved
    • Benefits • More standardized performance feedback. • Tie skills into results. • Reward/foster/grow elements of success. • Retention through employee career self-planning and career path setting. • Use information to set up skills mentoring pairs. • Promote competent individuals. © 2009 e-Gauge, Inc. www.e-Gauge.biz All Rights Reserved
    • Skills Job Task Business Results © 2009 e-Gauge, Inc. www.e-Gauge.biz All Rights Reserved
    • www.e-Gauge.biz A L I G N M E N T © 2009 e-Gauge, Inc. www.e-Gauge.biz All Rights Reserved