Selection Methodology: Talent Management/Acquisition (PPT)

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Selection Methodology: Talent Management/Acquisition (PPT)

  1. 1. Attracting, Developing, and Retaining Talent Talent Architect:
  2. 2. Talent Architect TALENT ACQUISITION There are three buckets that support our Talent Architect… TALENT MANAGEMENT TALENT RETENTION
  3. 3. Talent Acquisition <ul><li>Talent Acquisition includes: </li></ul><ul><ul><li>Selection Methodology </li></ul></ul><ul><ul><li>Assessment (Statistical Validation of external and internal tools) </li></ul></ul><ul><ul><li>Behavioral Based Interviewing </li></ul></ul><ul><ul><li>On-Boarding </li></ul></ul><ul><ul><li>Diversity Program </li></ul></ul>
  4. 4. Talent Acquisition Process Decision Making Process Choose Interview Team Resume Screen Interest Screen Data Integration Behavioral Based Interviews Selection Assessments Reference Check Job Offer Job Profile On-Boarding
  5. 5. Talent Management <ul><li>Talent Management includes: </li></ul><ul><ul><li>Performance Management </li></ul></ul><ul><ul><li>Leadership and Training Development </li></ul></ul><ul><ul><li>Succession Planning </li></ul></ul><ul><ul><li>Talent Assessment/Planning </li></ul></ul><ul><ul><li>Executive Coaching </li></ul></ul><ul><ul><li>Employee Development Program </li></ul></ul>
  6. 6. Performance Management Strategy Total Rewards Strategy Development Planning Performance Reviews (Mid & End of Year) Goal Setting (OGTM) Quarterly Plan and Reviews Performance Management Strategy
  7. 7. Talent Planning Objectives <ul><li>Align beliefs around talent (Talent Philosophy) </li></ul><ul><li>Agree on talent rankings by function (Talent Assessment) </li></ul><ul><li>Classify jobs into categories (Position Identification) </li></ul><ul><li>Set ratings goals for job categories (Position Evaluation) </li></ul><ul><li>Identify training and development needs across the organization (Organizational Training Matrix) </li></ul><ul><li>Determine rewards and recognition philosophy (Talent Retention Philosophy) </li></ul>
  8. 8. Position Identification Easily remedied through hiring of replacement Fairly easily remedied through hiring of replacement Significant expense in terms of lost training investment and revenue opportunities Consequences of hiring wrong person Not necessarily costly May be very costly and can destroy value May be very costly, but missed revenue opportunities are greater loss to the firm Consequences of mistakes Has little positive economic impact Supports value-creating positions Creates value by substantially enhancing revenue opportunities are greater loss to the firm Effect on value creation Market price Job level Performance Primary determinant of compensation Little discretion in work Specific processes or procedures typically must be followed Autonomous decision making Scope of Authority May be required for the firm to function but has little strategic impact Has an indirect strategic impact by supporting strategic positions and minimizes downside risk by providing a foundation for strategic efforts OR Has a potential strategic impact, but exhibits little performance variability among those in the position Has a direct strategic impact AND Exhibits high performance variability among those in the position, representing upside potential DEFINING CHARACTERISTICS C Position STAPLE B Position OPERATIONAL A Position STRATEGIC
  9. 9. Talent Planning Objectives Potential Assessment High High Low A Jobs - Strategic B Jobs - Operational C Jobs - Staple <ul><ul><li>Performance : an assessment of how an individual is doing in their current position. </li></ul></ul><ul><ul><li>- This typically includes the assessment of the individual’s technical capability in their given field. </li></ul></ul><ul><ul><li>Potential : an assessment of an individuals ability to move to higher levels of leadership. </li></ul></ul><ul><ul><li>- Should have a solid foundation of leadership skills on which to build. </li></ul></ul><ul><ul><li>- Should have potential to take on new roles/responsibilities </li></ul></ul><ul><ul><li>- Not necessarily one specific job, but any number of roles within the company </li></ul></ul><ul><ul><li>- Assess against leadership characteristics </li></ul></ul>NOTE : It’s important to differentiate between high performance and high potential – but to consider both Susan Keith Bill Tom Judy Kathy Kevin Jim Paul Performance Results
  10. 10. Talent Retention <ul><li>Talent Retention includes: </li></ul><ul><ul><li>Compensation Strategy </li></ul></ul><ul><ul><li>Values/Rewards and Recognition program </li></ul></ul><ul><ul><li>Organizational Survey </li></ul></ul><ul><ul><li>Culture </li></ul></ul>
  11. 11. Total Rewards Strategy <ul><li>The Total Rewards Strategy aligns our pay for performance strategy to each of our compensation tools: </li></ul><ul><ul><li>Salary Structure </li></ul></ul><ul><ul><li>Semi-Annual Promotion Program </li></ul></ul><ul><ul><li>Semi-Annual Pay Adjustment Program </li></ul></ul><ul><ul><li>Annual Merit Program </li></ul></ul><ul><ul><li>Annual Performance Bonus </li></ul></ul>
  12. 12. Success Metrics <ul><li>We analyze the following Talent Architect Success Metrics: </li></ul><ul><li>Performance (Mid and End of Year) </li></ul><ul><li>Performance to Leadership Competencies </li></ul><ul><li>Employee Potential </li></ul><ul><li>Productivity </li></ul><ul><li>Job Satisfaction </li></ul><ul><li>Attrition (Voluntary and Involuntary) </li></ul><ul><li>Development Planning </li></ul><ul><li>Training Success Metrics/Evaluations </li></ul><ul><li>Program Evaluation(s) </li></ul>

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