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Talent management

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Talent Identification and Management in Organization.

Its Process, Implementation

Published in: Business, Technology
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Talent management

  1. 1. TALENT IDENTIFICATIONANDMANAGEMENT
  2. 2. Systematic attractionIdentificationDevelopment, Engagement or RetentionDeployment of those individual who are particular value oforganization.
  3. 3. TALENTMANAGEMENTit is about themanagementof high-worthindividuals or"thetalented"For others itis about howtalent ismanagedgenerallyDifferent fordifferentorganization
  4. 4. •Top 10% of high-performers, whatever their role orlevel.•Executives with potential for board-levelappointments•High-potential individuals who are identified asthe leaders of tomorrow.•An end-to-end view of newly appointed graduatesto top leadership.•Every employee should be included in talentmanagement activities.WHO IS OUR “TALENT”
  5. 5. Does organisation need Talent Management?“succession planningis growing inimportance asrecruitment budgetsare squeezed”“60 % of all employeesstate that when therecession ends they aregoing to look for a newjob”“67% of companies haveproblems recruiting peoplewhere specialist skills arenecessary”“Average cost torecruit a new employeeis Rs.4000.. To recruita senior Manager it isrs.10 000”“50% of organisations statethat the recession has had anegative effect on theirrecruitment budget”
  6. 6. •Appraisal Process for all employees•Performance Against Objectives•Career Discussion- Short term and long term goals•Personal Development Plan and Training Plan•Half Yearly review to check on track•Succession Planning for Senior and Critical Roles•Annual Development Boards•All Senior Managers their direct reports and Critical Roles fill in „CVTemplate‟MANAGING TALENTMANAGEMENT
  7. 7. Competency mappingRole analysisHr audit and HRISStrategic planningPerformance analysisTOOLS & TECHNIQUES
  8. 8. INDIRECT IMPLIMENTATION OF TALENTMANAGEMENT IN NASIK WORKS LTDPerformanceAppraisalCareerplanningSuccessionplanningTraining &Development
  9. 9. Defining Team managementImplementing TMBenefits of ImplementationIMPORTANCE OF TALENT INRECENT SCENARIO
  10. 10. Role of talent in Job designingThe process of job design has been defined as, “Specification ofthe contents, methods, and relationshipsASPECTS OF JOB DESIGNINGJobStructuringLocation/SchedulingWorkOrganization
  11. 11. IMPROPER DELIGATION OFWORKLACK OF HUMAN RESOURCEFUNCTIONSLACK OF RESOURCESPROPER JOB STRUCTURINGWELL DEFINED ROLES OFHUMAN RESOURCEHIGH TECHNOLOGYUNDERSTANDING OF HUMANPSYCHOLOGYPOST PERIOD CURRENT SCENARIOTALENTPOST VS PRE PERIOD
  12. 12. GROOMING TALENTINRETAIL SECTOR
  13. 13. PERSONALITY GROOMING BY GD & PRSENTATIONSGROUPDISCUSSIONUNDERSTANDINGTHE MANAGERIALSKILLSGROUP HAD AMPLE TO DISCUSSON WORTH OF THIS CAMPAIGN ANDTO GAIN KNOWLEDGE ON NATIONAL& SOCIAL ACIVIST ANNA HAZARE
  14. 14. ROLES AND RESPONSIBILITIES OF HRDEPARTMENTRecruitment & selectionEmployee relation & AppraisalsTo maintain and develop HR policies.Manage a team of staff. Responsible for mentoring, guiding and developingthemPrepare information and input for the salary budgetsEnsure appropriate communication at all staff levels.
  15. 15. LEARNING BY PRODUCT KNOWLEDGESESSION
  16. 16. •Build an attractive culture through opencommunication•Respect the diversity of your talent pool•Recognize talent in ways that build loyalty•Recognition must be either monitory or nonmonitoryHOW TO RETAIN TOP TALENT
  17. 17. •Coaching is about helping talented people to recognizeand release their potential•Coaching is the central performance for allperformance•Coaching is core to most key aspects of talentmanagement•Helping management to develop talentIdentifying, recognizing and releasing the talentCOACHING FOR TALENTMANAGEMENT
  18. 18. Everyone has talent. What is rare is the courageto follow the talent to the dark place where itleads.

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