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How To Create A Strong Management Talent In The BPO
 

How To Create A Strong Management Talent In The BPO

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Stretch Project For Stepping Up to Management

Stretch Project For Stepping Up to Management

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  • “HOW DO WE CREATE A STRONG MANAGEMENT TALENT IN THE BPO INDUSTRY?” In order to create something, the first thing that one needs to know is what to create. The question brought to us in this case is “ How do we create a strong management talent in the BPO Industry?” Let us dissect this question in order to understand what we need to do. What is management? In all business and human organization activity, it is simply the act of getting people together to accomplish desired goals. What is talent? It is not a measure of a person’s capability in regards to anything. Talent is a person, it is someone who possesses a skill that a company needs immediately or in the foreseeable future. Now that we have defined what management and talent is, we also need to define what exactly the industry needs.

How To Create A Strong Management Talent In The BPO How To Create A Strong Management Talent In The BPO Presentation Transcript

  • BPO Industry in the Philippines Creating Strong Management Talent
  • Outline
    • Roadmap 2010
    • 4 Focus Areas
    • Educating the Management Talent
    • Recruiting the Management Talent
    • Developing the Management Talent
    • Retaining the Management Talent
  • Roadmap 2010
    • Total Direct Employment of 900,000
    • USD 13 Billion in Revenues
    • 8.5% in GDP
    • 10% Global Market Share
    • Employed 235,000 people
    • USD 3.3 Billion in revenues
    • Contributed 2% in GDP
    • 5% share in the market
    2006 2010
  • Education Development Recruitment Retention
  • Education
    • BPO 101
    • Relating Management Courses to the BPO Industry
  • Recruiting the Management Talent
    • Talent pool strategy rather than hire for specific positions
    • Close relationships with leading business schools and universities
    • Highly selective hiring
    • Compelling ‘employee value proposition’; emphasis on global branding
  • Recruiting the Management Talent
    • Focus on values and cultural fit, not just job-related skills and experience
    • Continuous assessment of performance and potential
    • Grading against competency profiles of successful leaders
    • Use of talent inventories for selection/succession
  • Developing the Management Talent
    • Leadership development is top priority and deeply ingrained in culture
    • Promotion-from-within policy
    • Continuous assessment of training needs/feedback (360 degrees)
    • Individual development plans linked to succession planning process
  • Developing the Management Talent
    • Job rotations and international transfers as career development tools
    • Line manager involvement
    • Use of open job posting system and internal talent marketplaces
  • Retaining the Management Talent
    • Continuous monitoring of attrition rates
    • Highly competitive compensation
    • Personalized career plans
    • Senior management attention
    • Flexible working arrangements
    • Diversity programs designed to develop, retain and promote diverse talent
    • Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond measure. It is our light, not our dark that most frightens us. Your playing small does not serve the world. There is nothing enlightened about shrinking so that other people don't feel insecure around you. We are all meant to shine as children do. Its not just in some of us; its in everyone. And as we let our own lights shine, we unconsciously give other people to do the same. As we are liberated from our own fear, our presence automatically liberates others
    • - From the movie Coach Carter