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Talent Management

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Talent management

Talent management


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  • 1. TALENT MANAGEMENT “ Nothing is as important as identifying ,training and holding onto talented people” Jack Welch
  • 2.
    • TALENT
    • Individuals who can make differences by demonstrating highest level of potential.
    • TALENT MANAGEMENT
    • Term was coined by David Watkins of Softscape .
    • Also referred to as  Human Capital Management
    • Systematic attraction, identification, development, engagement/ retention and deployment of individuals.
    • Individuals who are fulfilling business/operation-critical roles
  • 3. Process Design Process Revue
  • 4.
    • PRIMARY PRINCIPLES OF TALENT MANAGEMENT
    • Integrated approach with HR
    • Integrating people process into standard business process
    • Shifting responsibilities to the manager
    • Measuring success in productivity
  • 5.
    •   RECRUITING
    • Highly skilled employees and helping them to become productive (on-boarding).
    • PERFORMANCE MANAGEMENT
    • Aligns company and individual goals
    • Define clear performance expectation and it serves as the basis for rewards. It encourages the employee to retain.
  • 6.
    • LEADERSHIP DEVELOPMENT
    • Grows our talent internally.
    • Reinforces a culture of continuous learning
    • Provides leadership education and on-job-development
    •   COMPENSATION MANAGEMENT
    • Categorizing employees through job evaluation
    • Comparing our pay to the market
    • Managing internal qualities and communicate how pay works
  • 7.
    • Employee Management
    • Appraisals
    • Project reviews
    • Performance reviews
    • Progress monitoring
  • 8.
    • Ensure performance management and coaching opportunity
    • Revue remuneration regularly
    • Recognise and reward talent for outstanding performance
    • Assign a mentor/coach for each high talent role holder
    • Identify “wobbling” talent early and intervene before they leave
  • 9.
    • Build a path that enables the employees to utilise their full potential
    • Invest in building the psychological contract
      • Individual growth
      • Compelling future
      • Pay
      • Positive workplace
  • 10.
    • Create an organisation climate that supports talent development
    • Make sure the talent feels valued by the organisation
    • Establish specialised talent coaches available on request
    • Ensure that talent recognises their ownership of their development
    • Identify and address any recurring problems face by talent in development process
  • 11.
    • Conduct employee satisfaction surveys.
    • Explore whether there is a positive correlation between Talent “ranking” and performance.
    • Review how do participants feel about the process and use feedback to improve.
    • Establish and review benchmark performance against competitor organisations in terms of “employer of choice”.
  • 12.
    • Coaching is about helping talented people to recognise and release their potential
    • Coaching is the central performance lever for all successful Sports Professionals
    • Coaching is core to most key aspects of Talent Management:
        • Selection and On-boarding
        • Helping line management to develop talent
        • Informing development discussions
        • Creating a nurturing climate
        • Identifying, recognising and releasing the Talent potential
  • 13.
    • Talents-Individuals those who have highest potential .
    • Talent management-is a business practice
    • Coaching is essential for talented people.
    • TM needs to be both formal and informal, embedded in the culture
    • Clear transparent system should be maintained in order to monitor and develop talents