Talent management encompasses attracting, integrating, developing, and retaining skilled workers to meet business goals. It involves processes such as recruitment, performance management, and employee development, which lead to increased productivity and job satisfaction. The document discusses various methods and real-world examples of talent management practices, including recognition and rewards, to address common challenges in talent retention.

2. Talent management refers to the skills of
attracting highly skilled workers, of
integrating new workers, and developing
and retaining current workers to meet
current and future business objectives.
It is also known as HCM (Human Capital
Management).

3. Companies that focus on developing
their talent integrate plans and
processes to track and manage their
employee talent, including the
following:
Sourcing, attracting, recruiting
and onboarding qualified candidates
with competitive backgrounds.
Managing and defining competitive
salaries
Training and
development opportunities
Performance management processes
Retention programs
Promotion and transitioning.

4. Assure our success in
fulfilling our Mission FULFILL
MISSION
Help us achieve operational ACHIEVE
OPERATIONAL
excellence
EXCELLENCE
Recruit, retain and DEVELOP
develop the right talent RETAIN
RECRUIT
Liberating the Potential of
People

5. … BENEFITS FOR ORGANISATION
-Increased productivity and
capacity
-Linkage between individual efforts
& business goals
-Commitment of valued employees
-Better fit between people’s jobs and
skills

6. … BENEFITS FOR EMPLOYEES
-Higher motivation & commitment
-Career development
-Increased knowledge
-Contribution towards company
goals
-Job satisfaction

7. … MANAGING TALENT
Recognizing talent
Attracting talent
Selecting talent
How To Manage
Talent?
Retaining talent
Managing succession
Change organisation culture

8. … MANAGING TALENT
-Corporate identity
-Recruitment and selection
-Performance management and coaching
-Employee development and training
-Compensation, rewards and benefits
-Success planning and leadership
development
-Compliance, policy and procedures

9. Talent Inventory Succession Development Plan
• Identify needed Planning • Job Rotation
Competencies • Identify • Development
• Identify Key Successors to key Assignments
Position
Positions • Formal Training
• Identify High • Identify
Competency Gaps • Mentoring
Potential • Leadership
Employees • Develop
Recruitment Plans Development

10. … DEVELOPING TALENT
Real world examples:
TCS
ILP : Initial Learning Program
CLP : Continuous Learning Program
LDP : Leadership Development
Program
FLI : Foreign Language Initiative
Workplace learning

11. … MOTIVATING TALENT
-Recognition & rewards
-Acknowledgment
-Cash incentives
-Gifts
-Certificate of appreciation
-Opportunities to attend
workshops/training/events
-Membership to exclusive clubs
-Holiday packages
-Scholarships for children

12. … MOTIVATING TALENT
Real world examples:
Wipro : - Encore
Individual Level- Feather in my cap
(On the spot recognition)
Organisation Level – Master mind
(Most innovation solution)

13. “90% of Indian companies have talent retention
problems”. - AIMA
-Pay (variable)
Wipro : 30 to 50 per cent
Infosys : 10 to 30 per cent
-Benefits
TCS:
Housing loans
Personal computer
Automobiles
Medical insurance for employee &Family
-Learning and growth
- Work culture/environment

14. … TALENT RETENTION
Benefits:
Real world examples: Infosys
Insurance: 13000 employees-Rs. 10 Lacs –LIC
First Indian firm – ESOP
Transport : Bus service
(Bangalore city to Infosys office)

15. Learning and Growth:
Real world examples:
TCS:
4 per cent of revenue spent in
learning and growth
Work Culture:
•Organisation culture
•Communication system
•Participation
•Recognition
•Rewards

16. … TALENT RETENTION
Work Culture:
Real world examples:
TCS:
• Open house session program
• One to one session
• Queries and discussions are
formally recorded and followed
up.

17. - ONGC Ltd.
- GAIL (India) Ltd.
- Reliance

18. “Do not try to fit a square peg
in a round hole”.