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Workshop on Talent Management

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How do you manage talent in organizations??

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Workshop on Talent Management

  1. 1. Workshop on Talent management 16 Oct 2014
  2. 2. Part I •SOME STATISTICS
  3. 3. Today’s Employees--- • Want a voice • Want to balance life and work • Are opportunity seeking • Are averse to transactional work activities • Want to know what is going on • Want freedom of choice
  4. 4. New realities in today’s workforce • 25% global workforce looking for their next work • 45% talking to recruiters for their next job • 12% actively looking for a job • 13%casually looking a few times a week • 15 % talking to their networks • In India- 42% actively searching for new jobs.
  5. 5. Satisfaction levels • 27% of employees are very satisfied • 45% are somewhat satisfied • 14% are neutral • 10% are somewhat dissatisfied • 4% are very dissatisfied • Is satisfaction a guarantee of loyalty??
  6. 6. Most important factors in seeking or considering a job • Greater opportunities for advancement • Better compensation and benefits • More challenging work • Better fit for skill sets • More learning opportunities
  7. 7. Other important factors • Improved job title • Better office location • Equation with current team • Relationship with manager • Personal reasons
  8. 8. Factors influencing choice of company • Company has a reputation as a great place to work in • Reputation for great products and services • Reputation for great people • Reputation for being prestigious
  9. 9. An engaged employee--- • Is passionate about what he does • Constantly learns and grows at work • Comfortable promoting himself and his ideas at work • Very career focused • Actively seeks information that helps him fit better at his job.
  10. 10. Top professionals---- • Engage in professional networking • Research ways to update skills and improve career path • Research new career opportunities • Apply for new job with current employer • consider starting new business/ venture
  11. 11. Implications for HR team • Active engagement with prospective / current employees • Invest in strengthening talent brand • Take local attitudes into account • Don’t get complacent about current employees • Don’t sell a position on compensation and title alone • Don’t get put off by passive candidates
  12. 12. Source- Linkedin Global workforce survey 2014
  13. 13. PART II •TALENT MANAGEMENT INPERATIVES
  14. 14. Systems Thinking Mental Models Personal mastery Team learning Shared Vision The Five Disciplines of a Learning Organization Peter Senge’s “ The Fifth Discipline”
  15. 15. WHAT ARE THE CHARACTERISTICS OF A TALENTED WORKFORCE? Is talent upwardly mobile? Why?
  16. 16. Categories of employees • Super keeper • Keeper • Solid citizen • Misfit
  17. 17. Talent management • Organizations commitment to recruit, retain and develop the most talented and superior employees in the job market • The development and integration of Hr processes that attract, develop, engage and retain the knowledge, skills and abilities of employees that will meet current and future business needs business needs.
  18. 18. Org culture sourcing attracting selecting onboarding integrating developing engaging retaining promoting Talent management cycle
  19. 19. Stages of the Talent management Process ENTRY • Recruitment • Selection • Orientation • Placement RETENTION Culture Immediate manager Involvement Person- environment fit
  20. 20. DEVELOPMENT • Competency Assessment • Development Opportunities • Mentoring • Challenges PERFORMANCE • Role Clarity • Performance Agreement • Feedback • Recognition and Reward
  21. 21. Entry • Anticipation of future workforce needs • Efficient recruitment programmes using various media/ sources • Testing systems • Employee referral • Orientation and onboarding
  22. 22. Retention • Norms and values • 0
  23. 23. Four Steps to the Talent management process Step 1- Develop assessment tools and scales • Competency definition and measurement scale • Performance appraisal definition and measurement scale • Talent potential forecast and measurement scale • Apply measurement scale to each job Step 2- Develop Training and Development Application Tools • Coaching Guide • Assemble directory of best training programmes , top books
  24. 24. Step 3- Evaluate each employee using assessment tools Step 4- Prepare action reports • Create bench strength summary • Create Individual talent competency development forms
  25. 25. List of Competencies • Action Orientation • Communication • Creativity/ Innovation • Critical Judgment • Customer Orientation • Interpersonal Skill • Leadership • Teamwork • Technical/ Functional Expertise
  26. 26. Talent management Strategies • Coaching for retention • Outsourcing and outsourcers • Succession planning • Developing leadership through competencies • Employment branding strategies
  27. 27. Challenges in Talent management • Plateaued Careers • Glass ceilings • Retirement/ Transition Planning • Outplacement Programmes

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