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Demystifying Talent Management
Demystifying Talent Management
Demystifying Talent Management
Demystifying Talent Management
Demystifying Talent Management
Demystifying Talent Management
Demystifying Talent Management
Demystifying Talent Management
Demystifying Talent Management
Demystifying Talent Management
Demystifying Talent Management
Demystifying Talent Management
Demystifying Talent Management
Demystifying Talent Management
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Demystifying Talent Management

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  • 1. Demystifying Talent Management & Succession Planning to Gain C-Level Involvement
  • 2. <ul><li>Loss of Key Leadership Talent </li></ul><ul><li>Business Growth </li></ul><ul><li>Business Complexity </li></ul><ul><li>Preservation of Company Culture </li></ul>Importance Why the CEO Cares About Talent Management and Succession Planning:
  • 3. <ul><li>It Becomes an “HR Process” </li></ul><ul><li>Alignment with company strategy non-existent or unclear </li></ul><ul><li>C-Level is Not Actively Engaged </li></ul><ul><li>Employees Do Not See the Value </li></ul><ul><li>Inconsistent and Not Measured </li></ul>Barriers Why Talent Management Fails:
  • 4. <ul><li>Integrate it with your Corporate Strategy </li></ul><ul><li>Make it a Core Business Process </li></ul><ul><li>Make it Measurable and Consistent </li></ul><ul><li>Engage the C-Level (and all employees!) </li></ul>Outcomes Learn to:
  • 5. Key to Success Engagement Consistent &amp; Measurable Make Talent Management a Core Business Function Integration &amp; Alignment with Corporate Strategy
  • 6. Key to Success Engagement Make Talent Management A Core Business Function Consistent &amp; Measurable Integration with Strategy
  • 7. Organizational Needs 2. Organizational Leadership Development Plan Development Programs Integration Individual Development Plans Individual Development Plans Individual Development Plans Individual Development Plans
  • 8. 1. <ul><li>Stretch Job Assignments </li></ul><ul><li>Expand/Modify Current Job </li></ul><ul><li>On the Job Activities </li></ul><ul><li>Training </li></ul><ul><li>Coaching </li></ul><ul><li>Self-Directed Development </li></ul>Development Programs Organizational Leadership Development Plan Individual Leadership Development Plan Recruitment &amp; Selection Job Design Performance Management Retention Succession Planning <ul><li>360-degree </li></ul><ul><li>Individual Performance </li></ul><ul><li>Assessment Center </li></ul><ul><li>Organizational Capacity </li></ul><ul><li>Cultural Diversity </li></ul><ul><li>Organizational Performance </li></ul><ul><li>Competitive Edge </li></ul><ul><li>Employee Engagement </li></ul>Individual Assessments Leadership Competencies RESULTS Integration Strategy Talent Management Organizational Assessments
  • 9. <ul><li>Create a structure tied to other business processes </li></ul><ul><li>Utilize a blended approach operating within the context of the business. </li></ul>Make it a Core Business Process
  • 10. Succession Planning Calendar <ul><li>April – </li></ul><ul><li>Talent Management Review </li></ul><ul><li>Evaluate progress </li></ul><ul><li>Identify new HiPos </li></ul><ul><li>Forecast future needs </li></ul><ul><li>Calibrate plan </li></ul><ul><li>Report to Sr. Mgmt. </li></ul><ul><li>July – </li></ul><ul><li>Business Review </li></ul><ul><li>Evaluate progress </li></ul><ul><li>Report to Sr. Mgmt. </li></ul><ul><li>January – </li></ul><ul><li>Evaluate </li></ul><ul><li>Self-assessment </li></ul><ul><li>Manager assessment </li></ul><ul><li>One-up review </li></ul><ul><li>May - </li></ul><ul><li>Business Review </li></ul><ul><li>Follow-up on action items </li></ul>December November Business Review October Talent Management Review September August July Development Update June May Business Review April Talent Management Review March Evaluations Complete February January Begin Evaluations
  • 11. Blended Approach <ul><li>Cross-Functional Assignments </li></ul><ul><li>Line to Staff </li></ul><ul><li>Big Jump in Scope </li></ul><ul><li>Start-Up; Turnaround </li></ul>New, “Stretch” Job Assignments Expanding/Modifying Current Job On-The-Job Activities 2. <ul><li>Responsibility for Related Areas </li></ul><ul><li>Increased Span of Control </li></ul><ul><li>Structure, Roles </li></ul><ul><li>High Impact, Cross-Functional Projects and Task Forces </li></ul><ul><li>Team Leadership Activities </li></ul><ul><li>Visibility to Senior Management </li></ul><ul><li>Internal Programs </li></ul><ul><li>Action Learning </li></ul><ul><li>Executive MBA </li></ul><ul><li>Assessment Center </li></ul><ul><li>360 Degree Feedback </li></ul><ul><li>Executive Coaching </li></ul><ul><li>Mentoring </li></ul><ul><li>Books 24/7 </li></ul><ul><li>E-Learning </li></ul><ul><li>Customer Visits </li></ul>Training/Education Feedback &amp; Coaching Self-Directed Development
  • 12. <ul><li>Competency Model </li></ul><ul><li>360 Degree Feedback </li></ul><ul><li>Assessment Center </li></ul><ul><li>Job Analysis </li></ul><ul><li>Curriculums </li></ul>Standardized
  • 13. <ul><li>Managerial Bench Strength </li></ul><ul><li>Succession Hit Rate </li></ul><ul><li>Forecasting Accuracy </li></ul><ul><li>Internal Placement </li></ul><ul><li>HiPo Churn </li></ul><ul><li>Mentor Prevalence </li></ul>Measurable
  • 14. &nbsp;

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