www.smrhub.com www.palan.org

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R. Palan Ph.D.
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Programme
1. Defining Talent
2. Who are the B Players?
3. Who are the STARS
4. Growing B players
5. Talent Portability
6. Talent Management applications
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1. Defining Talent
Talent Management focuses on the
identification, assessment, development and
movement of internal talent not necessarily
acquisition of talent alone..
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2. Who are the B players?
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The Case for B Players

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The Argument
Don't forget the B players Is not about being
against STARS or A players but is about seeking
the engagement of B players who are the heart
and soul of your organisation – the anchors.
The goal is not to take them for granted or
ignore
them but mentor and nurture them.
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The Law of Human Nature
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Stars - Minority - A players - Top 10%
●
Anchors - Majority - B players - Middle 80%
●
Laggards - Minority - C players - Bottom 10%
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Anchors
Laggards STARS
10%
80%
10%
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B Players
• Are not C players – the laggards
• Anchors – add depth to an organisation
• Experts in what they DO
• Maybe Less ambitious
• Great Work: Life balance
• Do not call attention to themselves
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B Players
• Supporting actors who make the STARS
look good.
• Not creating a personal brand but
reinforcing the organisational brand.
• Without attention, they will become
contractual C players.
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3. Who are the STARS
• Defined as the top 10% or 5 % -
depends who defines it.
• Twice as good as others
• Create great value
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The STARS
• STAR Performance is a result of
– 30% Individual contribution
– 70% Organisational systems
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The War for STARS
• The Love for STAR – A players
• Intense focus on recruiting & retaining
superior talent
• STAR players are rewarded exceptionally well
• Potential Versus Performance
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Risky business of Hiring STARS
• It isn't just about
– People making organisations better – but
also organisations making people better
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The Risky business of hiring STARS
• Are you READY for them?
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4. Growing the B players
• Accept the differences
• Give the gift of time
• Hand out prizes
• Offer choices
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5. Is Talent portable?
• STARS are only successful if they move
with teams and systems.
• They need the B players to create value
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6. Talent Management
Applications
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Five elements
1. Recruitment and Talent acquisition
2. Learning & Development
3. Performance Management
4. Workforce and Succession Planning
5. Compensation Management
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Getting TM right
• Know the direction of the business
• Know your talent
• Mind the gap
• Map your TM strategy
– Critical jobs
– Where will talent come from
– How will you measure and assess
– How will you develop
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“Less than 10% of strategies
effectively formulated are
effectively executed”
Fortune
“In the majority of failures -
we estimate 70% - the real
problem isn’t bad strategy.
It’s bad execution”
Fortune
It’s all about Execution
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Thank You
drpalan@smrhrgroup.com
Free E news at www.smrhrgroup.com
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