Talent management....Phd in Management, HR, HRM, HRD, Management.. bagali

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Phd in Management, HR, HRM, HRD, Management

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Talent management....Phd in Management, HR, HRM, HRD, Management.. bagali

  1. 1. talent management role of hr
  2. 2. 3 types of employees Those who know what is happening – Educated, but not experience and skills Those who don’t know what is happening – No Education, experience and skills Those who makes things happen – Education, Experience and Skills
  3. 3. 7 Biggest Challenges for HR Chief Talent Acquisition Managing Critical Workforce Career Planning Compensa tion package Employee Engagement Leadershi p Developme nt Talent Retention Sources: Economic Times, 3rd September, 2011, p: 4. Deloitte Compensation Survey, 2011
  4. 4. Top Workforce Challenges related to Talent Management 1. Attracting and retaining skilled professional workers 2. Developing manager capability 3. Retaining high performers 4. Developing succession pool depth 5. Addressing shortages of management or leadership talent
  5. 5. talent !!! ………..talent: smart, sophisticated business people who are technologically literate, globally astute, and operationally agile And even as the demand for talent goes up, the supply of it will go down • Experience • Knowledge • Education • Skills • Competency What is Critical Talent !!!! The Small Group of Individuals, who drive a disproportionate share of their company's business performance and generate greater-than-average value for their customers and share holders
  6. 6. talent !!! Collins English Dictionary defines talent as innate ability, aptitude, or faculty, especially when unspecified; above average ability talent is……. some combination of a sharp strategic mind, leadership ability, emotional maturity, communications skills, the ability to attract and inspire other talented people, entrepreneurial instincts, functional skills and the ability to deliver results
  7. 7. Talent Management !!! Talent Management – Concerned with enhancing the attraction, long-term development, and retention of key human resources
  8. 8. “talent” refers to individuals who have the capability to make a significant difference to the current and future performance of the company
  9. 9. Globalization - Employee Mobility Lowered trade barriers More democratic countries Rising skill levels of labor More investment worldwide Growth of MNCs What does it Mean for HR?
  10. 10. roles of HR PMIR Lab Welfare HRD HRM HR…………….Talent Management
  11. 11. What does it Mean for HR? • Global war for talent will heat up • Business leaders to look to HR for expertise • Look to HR for people strategies to help their companies prepare for growth • HR professionals will come under increasing pressure to retain and develop their top talent
  12. 12. Persona • High Potential / Low Performance • High Potential/Medium Performance • High Potential/High Performance • Medium Potential/Low Performance • Medium Potential/Medium Performance • Medium Potential/ High Performance • Low Potential / Low Performance • Low Potential/ Medium Performance • Low Potential/ High Performance
  13. 13. Talent Management Process • Workplace Planning • Talent Gap Analysis • Recruiting • Staffing • Education and Development • Retention • Talent review • Succession planning
  14. 14. Integrating the Four Key Elements of Talent Management – Plan • Attract • Recruit • Assess Perform – Develop • Retain
  15. 15. Talent Management Strategy Comprehensive employee development system / Individual career management Compensation & Benefits Performance Management system Training and development
  16. 16. “Fueling the Talent Engine: Finding and Keeping High Performers: A Case Study of Yahoo Inc.,” • how Yahoo views talent as an integrated function that is incorporated into the company’s central organizational strategy • Talent management at Yahoo is observed from the time candidates consider joining the organization throughout their entire career and even after they depart
  17. 17. Talent Management Practices and Strategies • Building a deeper reservoir of successors at every level • Creating a culture that makes employees want to stay with the organization • Identifying gaps in current employee and candidate competency levels • Creating policies that encourage career growth and development opportunities • Identifying vacancies that will be created as the company advances and expands • Locating the kind of qualified professionals needed • Rewarding top-performing employees
  18. 18. • Creating an environment where employees are excited to come to work each day • Aligning employees with the mission and vision of the organization • Assessing candidates’ skills earlier in the hiring process • Creating a culture that values employees’ work • Creating a culture that makes individuals want to join the organization • Creating an environment where employees’ ideas are listened to and valued
  19. 19. Impact of Talent Management Practices and Strategies Benefits Creates a culture that makes individuals want to join the organization Creates a culture that values employees’ work Creates an environment where employees’ ideas are listened to and valued Creates a culture that makes employees want to stay with the organization Allows them to do their jobs well
  20. 20. Creates a culture where employees passionately believe in what they are doing Feel empowered to make decisions without that impact their work Creates an environment where employees are excited to come to work each day
  21. 21. Challenges Facing Talent Person - Job - Fit Person - Organization - Fit
  22. 22. A Look Ahead: A Future View of Talent Management Talent Acquisition Talent Management Talent Retention Talent Engagement
  23. 23. Question for reflection • How to acquire talent • How to manage high performance employees • What model of motivation and engagement to be planned/ used • What would be the Performance parameter

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