Talent Management Process The four key steps: Entry, Retention, Development, and Performance. Recruitment and Selection Organization Culture Personal Competencies Intrinsic and Extrinsic Rewards

1. Talent
Management
Process
Muhammad Adil Jamil
muhammadadilj@yahoo.com
+92-332-3561301
IoBM (CBM)

2. Talent Management
• The four key steps: Entry, Retention,
Development, and Performance.
• Recruitment and Selection
• Organization Culture
• Personal Competencies
• Intrinsic and Extrinsic Rewards

3. People and Talent Management-A concise approach
ENTRY
• Best Talent
• Behavior-based interviewing
• Transition and Placement
• Quality Deliverables first 3 Months
RETENTION
• Exit Interview
• The culture is created through the systems,
processes, technology, structure, leadership, team.
• Most Important Relationship with immediate
manager.
DEVELOPMENT
• Growing people to meet both their own and
organization’s needs. Competencies are
• Knowledge (What you know)
• Skills (What you know how to do)
• Behavior (What you do)
• Attitude (What you are willing to do)
PERFORMANCE
• Clarify Roles, ensuring alignment with the strategy,
as well as across functions.
• Performance Agreements
• Feedback

4. People and Talent-Management
Pass it On or
Transfer
Identify high performance
individuals
Innovations by talented
individuals can be
introduced into systems,
processes, and approaches
in the organization.
Empowerment (leadership
continuum model)
Case Study Talent
Management
Process at BBC
Right Talent to meet
business objective
Talent mapping Process tool
Size and Scope, Develop
succession plans for
leadership and key roles.

5. Key Points
Best Talent in order to succeed in the hyper-competitive and complex global economy.
Talent as a critical resource to achieve the best possible results.
Talent is an increasingly scarce resource so it must be managed to the fullest effect.
Many organizations are reducing their work forces but must not to cut so deep that talent is scarce when the
economy rebound.
The four key steps in talent management that leaders must grasp.