The document discusses challenges in talent development and proposes effective solutions. It outlines three key challenges: 1) training requests not aligning with actual needs, 2) employees not seeing relevance of training to their work, and 3) limited budgets restricting training. Two case studies are presented showing examples of effective talent development: 1) using skills mapping and targeted training, and 2) focusing on behavioral skills through individual development plans. The document concludes by outlining a more effective approach, including understanding true requirements, involving employees, designing purposeful development plans, making practices required, and following up on results.

1. The Missing Pieces in
Talent Development
William Chin 陈伟雄
Talent and Org Development Director
⼈人才与组织发展总监
⼈人才发展的迷思
fotolia© miztanya
HRA中外企业⼈人才管理理⾼高峰论坛

2. •Challenges Confronting Talent Development
⼈人才发展⾯面临的挑战
•Case Studies: Examples of What’s Working
案例例分析: 有效做法的例例⼦子
•Solutions: Towards a More Effective Approach
通向更更有效的途径
Agenda ⽇日程表
Fotolia©hurca.com

3. Challenges Confronting
Talent Development
⼈人才发展⾯面临的挑战
1

4. HR, I need training for
my team！
嘿HR，我想给我的团队
组织⼀一场培训！
Fotolia© Jenner

5. Yes, I will arrange the
classes
好，我去安排课程
Fotolia© Ronen

6. You Organized a
Great Class
你组织了了⼀一场很棒的课程
HiPo
Management Trainee
Rotation Program
Leadership Development
Program

7. This is not the
training we needed.
这不不是我想要的培训！
Fotolia© EastWest Imaging
How do I apply this to
my work?
跟我的实际⼯工作
有什什么关系？！

8. 想想感动听听激动
回去不不动
Fotolia© PR Image Factory

9. Reaction
Learning
Behavior
Results
Kirkpatrick Training Evaluation
What is
ROI?
什什么是ROI？
fotolia© leungchopan
培训审核模型

10. Fotilia © Creativa Images
Limited Budget
有限的 预算

11. Case Studies:
Examples of What’s Working
案例例分析：
有效做法的例例⼦子
2

12. Identify specific technical
skills
能⼒力力诊断
Develop targeted training
匹配定制化的培训
Assign new job
assignments to employees
布置新的⼯工作任务给员⼯工
Assess skills quarterly
季度性评估能⼒力力应⽤用
Skills Map
技能地图

13. Focus on behavioral skills
注重⾏行行为能⼒力力改善
4 Sections 4⼤大部分
2 Work Projects
1 Team Development
1 Self Awareness
2个⼯工作项⽬目
1项团队发展、1次⾃自我审视
Allows for employee to
define their own learning
outcome
⿎鼓励员⼯工⾃自⼰己审视学习结果
Individual Dev Plan
个⼈人发展计划

14. iStock/dlewis33
Manager feels the pain
经理理的痛点
Training is not enough
培训远远不不够
4 months, 2 hours
every Friday
4个⽉月、2⼩小时、每周五
Peer review, feedback
同⾏行行评审、收集反馈
Practice Groups
联系⼩小组

15. Applied learning
应⽤用学习
Develop New skills
新技能开发
Mentored by
principal engineers
被资深专家指导
Team Workshop
团队⼯工作坊

16. Towards a More
Effective Approach
通向更更有效的途径
3

17. Impact clients posi.vely
积极影响客户
Las.ng results
延续效果作⽤用
Training Design
培训设计
Purposeful development
⽬目的性明确的发展计划

18. Know the Requirements
了了解真实需求
Involve Employees
紧密围绕员⼯工
Make Practices Required
匹配定制化的练习
Follow-up Action
⾏行行为效果跟踪
Fotolia© Delphotostock
学习—>练习

20. Information contained within is the opinion of the author and not that of my employer.
HRA中外企业⼈人才管理理⾼高峰论坛