Half day open training event held in Toronto, Canada.

1. Managing talent
by Toronto Training and HR
November 2014
1

2. CONTENTS
3-4 Introduction
5-6 Definitions
7-10 Types of talent management activity
11-12 What % of employees are covered by talent management activities?
13-15 Objectives of talent management activities
16-17 The talent management loop
18-19 Integrated talent management
20-24 A talent management scorecard
25-26 Features of a talent management strategy
27-28 Leadership talent
29-30 Reasons for recruitment difficulties
31-35 Talent analytics
36-37 Initiatives to improve the employer brand
38-40 Attracting new candidates
41-44 Initiatives to address diversity
45-46 Initiatives to address retention
47-48 What are Canadian employers planning to do in 2015?
49-50 Conclusion, summary and questions
2

3. Introduction
3

4. Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
15 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
HR support with an emphasis on reducing
costs, saving time plus improving employee
engagement and morale
Services for job seekers
4

5. Definitions
5

6. • Talent
• Talent management
6
Definitions

7. Types of talent
management activity
7

8. • Coaching
• In-house development
programs
• High-potential
development schemes
• Mentoring and
buddying schemes
• 360-degree feedback
• Cross-functional
project assignments
8
Types of
talent
management
activity 1 of 3

9. • Internal secondments
• Job rotation and
shadowing
• Graduate development
programs
• Action learning sets
• Courses at external
institutions
9
Types of
talent
management
activity 2 of 3

10. • Development centres
• Courses leading to a
management or
business qualification
10
Types of
talent
management
activity 3 of 3

11. What % of employees are
covered by talent
management activities?
11

12. • All
• High-potential
employees
• Junior managers
• Middle managers
• Senior managers
• Technical specialists
• Graduates
12
What % of
employees are
covered by talent
management
activities?

13. Objectives of talent
management activities
13

14. • Growing future senior
managers and leaders
• Developing high-potential
employees
• Enabling the
achievement of
organizational
objectives
• Meeting the future
skills requirements of
the organization
14
Objectives of
talent
management
activities
1 of 2

15. • Attracting and hiring
key individuals to the
organization
• Supporting changes in
the organizational
structure or business
environment
• Assisting organizational
resource planning
• Addressing skill
shortages
15
Objectives of
talent
management
activities
2 of 2

16. The talent management
loop
16
Attraction
Evaluation
Management Development

17. • Attracting talent
• Developing talent
• Managing talent
• Evaluating talent
17
The talent
management
loop
Attraction
Evaluation
Management Development

18. Integrated talent
management
18

19. • Workforce planning
• Talent acquisition
• Performance
management
• Learning and
development
• Succession planning
• Employee
engagement
• Retention
19
Integrated talent
management

20. A talent management
scorecard
20

21. • Satisfaction
• Learning
• Application
• Tangible benefits and
intangible benefits
21
A talent
management
scorecard 1 of 4

22. Tips for success
• Start building your
scorecards today
• Begin with the end in
mind
• Always account for the
influence of other
factors
• Be conservative when
converting and
isolating
22
A talent
management
scorecard
2 of 4

23. Tips for success(cont.)
• Involve management
in the process
• Educate the talent
management
development and
evaluation teams
• Be prepared to
educate the
stakeholders on the
elements of the
scorecards
23
A talent
management
scorecard
3 of 4

24. Tips for success(cont.)
• Use the scorecards to
communicate the
value of the talent
management functions
and initiatives, and to
reinforce the fact that
your team is
accountable for talent
management results
24
A talent
management
scorecard
4 of 4

25. Features of a talent
management strategy
25

26. • Alignment to
organizational
strategy
• Inclusive and
exclusive
• Involving the right
people
26
Features of a
talent
management
strategy

27. Leadership talent
27

28. • Important leadership
qualities for today…
…and 20 years ago…
…and then 10 years
ahead
• What excites leaders
about the next
generation?
• What concerns
leaders most about
the next generation?
28
Leadership
talent

29. Reasons for recruitment
difficulties
29

30. • Lack of necessary
specialist or technical skills
• Look for more pay than
you could offer
• Lack of relevant
sector/industry experience
• Reluctance to change jobs
in the current economic
climate
• Image of sector,
occupation and/or
organization
30
Reasons for
recruitment
difficulties

31. Talent analytics
31

32. • Types of data
• Types of silo
• Make and migrate
• Buy in and build
32
Talent
analytics
1 of 4

33. Big data
• Volume
• Velocity
• Variety
• Value
33
Talent
analytics
2 of 4

34. Suspicion and
scepticism
• Biases, beliefs and
behaviours
• Fears
34
Talent
analytics
3 of 4

35. Types of approach
• Transformational
• Tactical
35
Talent
analytics
4 of 4

36. Initiatives to improve the
employer brand
36

37. • Run an employee
survey
• Develop an online
careers site
• Attend a graduate
careers fair
• Extend flexible working
• Work with not-for-profits
• Introduce flexible
working
• Introduce sabbaticals
37
Initiatives to
improve the
employer
brand

38. Attracting new candidates
38

39. • Own website
• Recruiters
• Job boards
• Referral schemes
• Social media
• Newspaper
advertisements
39
Attracting
new
candidates
1 of 2

40. • Specialist journals and
trade press
• Speculative
applications and word-of-
mouth
40
Attracting
new
candidates
2 of 2

41. Initiatives to address
diversity
41

42. • Monitoring hiring
information to obtain
data on gender,
ethnicity, disability, age,
etc.
• Training interviewers to
understand what
diversity is about and
the impact of
stereotypes
• Actively trying to attract
talent of all ages
42
Initiatives to
address
diversity
1 of 3

43. • Operating policies that
go beyond basic
legislative requirements
• Checking that any tests
are valid, reliable and
culture-free
• Advertising vacancies in
different sources to
attract under-represented
groups
• Providing recruitment
documents in other
formats
43
Initiatives to
address
diversity
2 of 3

44. • Using specific images
and words in the
recruitment advertising
to appeal to a wider
audience
• Actively trying to attract
talent of all backgrounds
• Making attempts to
employ the long-term
unemployed
• Setting recruitment
targets to correct a
workforce imbalance 44
Initiatives to
address
diversity
3 of 3

45. Initiatives to address
retention
45

46. • Improved onboarding
• Improved people skills
for line managers
• Increased learning &
development
opportunities
• Improved employee
involvement
• Improved selection
techniques
• Improved pay
• Offering coaching or
mentoring 46
Initiatives to
address
retention

47. What are Canadian
employers planning to do
in 2015?
47

48. • Hire key talent in
specific areas
• Reduce reliance on
external recruiters
• Develop more talent in-house
• Redeploy people into
new roles
• Use of new media and
technology to recruit
• Focus more on
retention than
recruiting 48
What are
Canadian
employers
planning to
do in 2015?

49. Conclusion, summary and
questions
49

50. Conclusion, summary and
questions
Conclusion
Summary
Videos
Questions
50