The document discusses talent management, defining it as recognizing an individual's inherent skills and traits and matching them to suitable jobs. It outlines the talent management lifecycle and components of an effective talent development system, including recruitment, training, performance management, and retention strategies. Superior talent is identified as a key source of competitive advantage, and developing top performers while maintaining morale for all employees is posed as a challenge for human resources professionals.

1. Talent Management By Divakar Badola 12/12/11 Ratan Global Business School

2. OVERVIEW Defining talent Talent management ( TM ) Talent management lifecycle Talent development system Components of TM Strategies for TM Conclusion 12/12/11 Ratan Global Business School

3. “ Take twenty of our best people away, and I can tell you that Microsoft would become an unimportant company” - Bill Gates 12/12/11 Ratan Global Business School

4. GENERIC DEFINITION OF TALENT A special natural ability ( or aptitude) for a given thing Oxford Dictionary TALENT Identifiable Definable Quantifiable Attainable Verifiable 12/12/11 Ratan Global Business School

5. Talent management TM implies recognizing a person’s inherent skills , traits , personality and offering him a matching job 12/12/11 Ratan Global Business School

6. Talent lifecycle “ If management makes things happen, talent makes it possible” 12/12/11 Ratan Global Business School

7. Talent development system 12/12/11 Ratan Global Business School

8. Recruitment Strategies Organization M & C Defining competencies Compensation And benefits Opportunities for Career growth Retention Strategies Internal Communications PMS Manager assessment Leadership Review Process Support for L & D TM Metrics HR objectives Business Objectives Components of Talent management 12/12/11 Ratan Global Business School

9. Superior Talents are the primary source of Competitive advantage ….. …… . Talent Management holds the Key to business Success 12/12/11 Ratan Global Business School

10. STRATEGIES FOR TALENT MANAGEMENT Defining talent Identifying talent Recruiting talent Training talent Retaining talent Developing talent Retiring talent 12/12/11 Ratan Global Business School

11. VOI 2 C 2 E for talent retention Vision -provide employees with a compelling Vision Opportunity -Give employees opportunity to grow in the organization & learn new skills Incentive -Reward good performance Impact -Give employees the opportunity to do meaningful and challenging work 12/12/11 Ratan Global Business School

12. VOI 2 C 2 E for talent retention Communication -Build culture that allows free flow of communication both vertically and laterally. Community -Inculcate sense of belonging among employees( spread organizational pride) Entrepreneurshi p- Provide sufficient organizational space for employees to learn and grow. 12/12/11 Ratan Global Business School

13. People processes & practices impact organizational capability to attract and energize Talent. 12/12/11 Ratan Global Business School

14. HR challenge Developing top performers in a neutral environment – without discouraging rest of the employees- is a big challenge for the HR folks in a highly competitive business environment, where growing organizations are fighting it out to retain and induct talents. 12/12/11 Ratan Global Business School

15. “ Get the Right people on the bus first and then figure out where to drive it”. Jim Collins 12/12/11 Ratan Global Business School

16. Conclusion Key to success would be to formulate an unconventional strategy , that will change the landscape of their organizations with respect to talent grooming Talent wins market battles. 12/12/11 Ratan Global Business School

17. Thank You 12/12/11 Ratan Global Business School