This is a sample presentation on delivering a speech to the management in your company or a client. It features the main arguments and a kick-start scenario for creating a company-specific talent development program.
Talent development as a part of overall
Organization Development (OD) process
By Ramil M. Mastiyev
Table of contents
Introduction to Talent Development 03
Importance of Talent Development 09
Why do we even need this? 13
Where do we start? 15
Talent Development | 2
About (COMPANY) Talent Development 19
Talent Development is preparing your employees for current and future SUCCESS.
How does that translate into best practices of organizational development?
Engage your employees in Training Programs
Nurture their Skills and Competencies
Focus on having a High Performance Organization
Implement a comprehensive Talent Development Program
Talent Development | 4
A great place to work
Employees say: Google is a place you can call home.
What makes Google a great place to work? (2013 World’s Best Place to Work)
People make the company
Smart and determined people
Ability over experience
Diverse, multicultural, multilingual
Google “CareerGuru” program:
One-on-one career coaching and guidance (confidential)
Personal and professional development
Talent Development | 5
What are the tips to start?
Some tips on Talent Development.
Start with the end in mind, align business strategy
Actively engage with employees throughout development
Know what you are looking for and what you want to develop
Maintain a strong talent pipeline
Require talent development of all employees
Differentiate between Potential, Performance, and Readiness
Develop the right people for the right jobs
Talent Development | 6
What not to do?
Some tips on Talent Development.
Don’t ignore your mistakes, learn from them
Don’t treat talent Development as a ritual. Approach it positively with ease and
When developing talent don’t always look elsewhere for guidance. Look inside your
Talent Development | 7
Some quotes about talent and why it should be developed.
“Talent hits a target no one else can hit. Genius hits a target no one else can see.”
― Arthur Schopenhauer
“Every artist was first an amateur.”
― Ralph Waldo Emerson
“Human resources are like natural resources; they're often buried deep. You have to go
looking for them, they're not just lying around on the surface. You have to create the
circumstances where they show themselves.”
― Ken Robinson
Talent Development | 8
Importance of Talent Development
Why is talent development important for organizations?
Increased competitive advantage
Rewarding Culture and Brand
Improved operational efficiency
High Performing Organization
Talent Development | 10
Effective Talent Development
How do we achieve effective talent development?
Establish Talent Development Plan
Make the most of what you have
Target a small number of KPIs in the business
Identify critical roles and critical talent
Develop talent pathways and succession plans
Focus time and energy on critical roles and people
Talent Development | 11
You have to maximize your employees’ value
There are four main areas that need to be addressed for Talent Development
Talent Development | 12
How are you dealing with your middle
and bottom performers?
Is everyone in the company 100% aligned
with the business strategy?
Have you identified top performers and
do you have a plan in place to keep
Are the employees fully engaged and do
they have the tools and resources to be
100% effective doing their jobs?
Why do we even need this?
Not enough geniuses out there – develop the talent you have!
Competition getting stronger and richer, but people still value DEVELOPMENT higher
Increase performance by assigning people to positions that match their talent
Major step towards becoming a truly global company
Talent Development | 14
Where do we start?
Assign dedicated and motivated people as Talent Development Executives
Sponsor necessary trainings, professional memberships, and in-house library
Run as pilot training program with trainers from within the company
Measure success, conduct surveys – if you are not measuring, you are not performing
Create a comprehensive Talent Development Plan
Talent Development | 16
Who is on board?
4 years in (Company)
Sales experience as well as technical and managerial
All three languages covered (AZ, EN, RU)
Skills and language trainer in the past
Critical mass of passion reached!
Talent Development | 17
… more people will eventually join as executives.
Easy start is here
Talent Development | 18
Below is the list of trainings that are somewhat “urgently needed” or are tailored for the maximum interest and
Level 1 English Language - Best Practices
Level 2 English Language – Best Practices
Level 1 E-mail Communication – Fundamental Rules
Level 2 E-mail Communication – Advanced Tips and Tricks
How to Write a Commercial Offer
How to Write a Technology Offer
What to Expect From Your Manager
How to Create and Effective Presentation
Providing FAST Feedback
What your team expects from you
Performance Appraisal and Counseling
Talent development program is intended to be an in-house
initiative and is developed by Ramil M. Mastiyev.
The main goal of this program is to become the one stop
shop for (COMPANY) employees and managers needing
support in non-technical talent development, or wanting to
broaden their vision in the fields of employee effectiveness
and overall non-technical skills set.
For more info, please write to firstname.lastname@example.org.