Talent Management


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How to Recruit, Nurture and
Retain your people

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Talent Management

  1. 1. Talent ManagementHow to Recruit, Nurture and Retain your people
  2. 2. Recruit
  3. 3. Think of Recruiting Talent as Being Like You need to create the right degree of magnetism with: • The Organisation’s Brand • Effective People Practices
  4. 4. Your Brand• Present your organisations culture as it really is, rather than some idealised projection that will ultimately cause high attrition rates and damage the brand
  5. 5. People Practices Effective management Sound Interesting & recruitment rewarding Strategies work PeopleCoaching and Practices Personalised development Mentoring plans Networking Ethics and and CSR Collaboration
  6. 6. Recruitment Strategies Old Reality New RealityRecruiting is like purchasing Recruiting is like sales and marketing: organisation is the productRecruit from traditional sources Look at the diverse pools of talent and be prepared to train and developPeople accept offers People demand much moreRecruit to fill today’s positions Hunt for talent all the time an plan much farther ahead
  7. 7. Top Drivers to Attract Talent Competitive base pay Work life balance Challenging work Career advancement opportunities Salary linked to individual performance
  8. 8. Nurture A strong A strong strategic strategicleadership narrative Anemployee Integrity voice
  9. 9. The VIDI Culture V I D I EngagingValued Involved Developed Inspired Talent
  10. 10. Retain Organisation retains people with necessary skills Satisfaction with the organisation’s decision My manger understands what motivates me An ability to balance my work- personal life The reputation of the organisation as a good employer
  11. 11. Six mistakes that may doom your talent investment Equate current Assume that high Delegate down the high performance potentials are management of with future highly engaged top talent potential Shield rising stars Expect star Fail to link stars to from early employees to your corporate derailment share the pain strategy
  12. 12. Action on RetentionEngagement Social Interaction Growth Test Opportunities Relationship Feedback Work-life balance Job design Communication Compensation Recognition Package Define Volunteers Equity expectations
  13. 13. Creating a Talent Retention Culture Promote from within & VIDI work-life Framework balance Effective teams Engagement is & Mutual expected respect Expertise & Risk taking Competence Respected Leadership & Openness
  14. 14. 10 ways to improve your Talent Management1. Avoid metrics for the sake of metrics2. Establish a process for deciding what you consider success3. Seek to be able to answer the question4. Make sure chosen metrics drive intended action5. Pay particular attention to levels of employee engagement and ways to measure it, not just once but regularly
  15. 15. 10 ways to improve your Talent Management6. Narrow down the talent metrics to a manageable few – not more then 2 or 37. Use a metric to show whether succession planning within your own area of influence enables mainly, internal recruitment8. Consider using a metric showing employee retention rates9. Benchmark your local retention rates10. Track talent development and performance to make smart decisions about talent
  16. 16. How to get the message to Different Audiences Different Audiences Different ApproachesHigh Potentials Turn your talk into questionsBoard levels Talk about a storyLine managers Talk a bout the processesFront line staff Talk about engagementOther stakeholder, such as Talk about unlocking potentialshareholders
  17. 17. Are you asking the right questions about your Talent ManagementDo your recruitment programmes attract your future managersDo you know which employees are ready for management positionsCan we identify inspirational or potentially inspirational leadersWhat will be our staffing needs in five years timeWhich employees are at risk of leaving, what can we do to keep themDo we have the right skills mix to achieve our goalsWhat will our future leaders need in the way of specific skills and attributesShould we limit development to a few high potentials or spread it more widelyWhat is the current attrition rate in the organisation and what is it costingWhat is the level of engagement in the organisationHow do we raise engagement levels to attract maximum discretionary effortDoes our remuneration strategy actively support talentWhat metrics do we rely on to manage our talent
  18. 18. Thank you Page