Talent management involves identifying, developing and retaining talented individuals through integrated systems of recruitment, performance management and development. It focuses on differentiating employees into A, B and C players and identifying key positions critical to company success. An effective talent management model links an organization's talent creed, strategy and systems by defining the competencies and behaviors tied to excellent performance through competency models. The goal is to develop leaders from within through assessment, training and succession planning processes that are embedded in and drive the organization's overall human resources strategy.
Difference Between Performance Management & Talent ManagmenttSheheryar Alvi
The presentation is about how talent management is different from performance management, advantages and disadvantages of talent management, strategic point of view of TM and talent retention strategy.
Difference Between Performance Management & Talent ManagmenttSheheryar Alvi
The presentation is about how talent management is different from performance management, advantages and disadvantages of talent management, strategic point of view of TM and talent retention strategy.
Definition of Talent management
Elements of talent management
The resource strategy
Career management
Attraction strategies
Retention strategies
Importance of talent management
Talent gap
Human resource management
Management
Talent
Risk analysis
Factors affecting retention
Attraction
Retention
A business briefing on talent management that I deliver to organisations- if you are interested in having this briefing I would be delighted to hear from you
Bachelors in Human Resource focuses on providing job analysis, training and development, performance and legal issues in a company thus acting as a vital body of an organization.
Definition of Talent management
Elements of talent management
The resource strategy
Career management
Attraction strategies
Retention strategies
Importance of talent management
Talent gap
Human resource management
Management
Talent
Risk analysis
Factors affecting retention
Attraction
Retention
A business briefing on talent management that I deliver to organisations- if you are interested in having this briefing I would be delighted to hear from you
Bachelors in Human Resource focuses on providing job analysis, training and development, performance and legal issues in a company thus acting as a vital body of an organization.
2. Who are Talented People?
People who has exceptional ability and
achievement with transferable high
competence.
What is Talent?
According to McKinsey; talent is the sum of :
a person’s abilities,
skills, knowledge, experience,
intelligence,
judgment, attitude, character, drive,
his or her ability to learn and grow.
3. What is Talent Management?
Talent management is a series of integrated
systems of
Recruiting,
Performance management,
Maximizing employee potential, managing their
strengths and developing
Retaining people with desired skills and aptitude
4. Talent Management
TM is identified as the critical success factor in
corporate world
TM focuses on
differentiated performance: A, B, C players
influencing company performance and
success
identifying key positions in the organization
5. Why Organizations Need Talent Development?
To develop leaders for tomorrow from within an
organization
To maximize employee performance as a
unique source of competitive advantage
To empower employees:
Cut down high turnover rates
Reduce the cost of constantly hiring new people
to train
6. Talent Management Model
There are different approaches to talent
management in organizations
A successful TM model has to link
1. TM creed (what types of people are expected
to work in the organization and what type of a
culture is desired to achieve success) with
2. TM strategy and
3. TM system.
should be embedded in HR systems as selection
criteria, competency definitions, performance
and promotion criteria and development
processes.
7. The Talent Strategy
Describes what type of people the organization will
invest in (select, train, develop, reward)
1) Identify key positions in the organization (not
more than 20 to 30 %)
2) Assess your employees and identify the high
performers (classify according to their current
and future potential)
3) Retain key position backups
9. Talent Management System
Implementation program of the talent strategy
which has a set of processes and procedures
(1) assessment tools
(2) multi-rater assessment
(3) diagnostic tools
(4) monitoring processes
If the management is not willing to use
assessment in their organizations they can’t
do talent management
10. What is Competency?
They are measurable knowledge, skills,
behaviors, personal criterion associated with
excellent job performance.
Examples
Adaptability, teamwork, decision making, customer
orientation, leadership, innovation etc.
11. Choosing Competencies
Before choosing competencies in an organization
following requirements must have been
completed:
Establishment of vision, mission, values
Strategic business goals
Identification of the tasks, responsibilities and
outcomes expected from each position
Identification of the superior performers
Satisfactory competency library
12. Why Competencies?
The starting point of the model is the creed
Sends a consistent message to the workforce about
“what it takes” to be successful in the job
Helps drive successful performance
Focuses on the “How” of the job.
Competency models are outcome driven rather than
activities (Job descriptions focus on activities,
competencies focus on outcomes)
Integrates HR strategy with business strategy –both
focus on outcomes
Results of one TM system is used as the input
data for the following TM system.
13. The Competency Model
The Competency Model identifies usually three
groups of competencies:
Core competencies for the entire organization to shape the
organizational capabilities and culture required to achieve
the strategic goals
Leadership competencies for the management teams of
various levels for selection, career planning and
development
Functional (technical) competencies (specific for each job
family)
15. Talent Management Model
Expectations for the future. Businesses should identify
Job roles
Spesific objectives
Competencies
Capabilities to meet the expectations
Work environment
Managerial support
Rewards and recognition
Removing barriers
Feedback systems needed to
Focus
Keep on track
Develop
16. Talent Management Process
Organization
Analysis
-Job descriptions
-Job spesifications
Assessing the Emloyees
A B C D
Potential
Candidates
Performance
Evaluation
Buss. Results
Personal
Development
Activities
Career
Committees
Potancial
Candidates
and
Succession Lists
Approval
of the
Lists
Analysis
Assessment
Development
Talent
Development
Programs
January - March April May on......
17. Structure of a Talent Management Program
Building Block 1: Identification and assessment of
competencies
Building Block 2: Performance appraisals
Building Block 3: Succession and career planning
Development of talent (coaching, mentoring, training)
Linking compensation with the program (reward and
motivate)
Targeting culture as an important driver of TM programs
Secure senior executives’ commitment to make the
talent management model work
Evaluate the results of talent management system on a
regular basis
18. HR and TM
HUMAN RESOURCES
MANAGEMENT
TALENT MANAGEMENT
o Broad Scope (entire
employees)
o Emphasize equality
oFocus on administrative
functions/Transactional
oFocus on systems with
silo approach
oFocus on segmentation (key
group of core employees and
key positions)
o Focus on potential people
oFocus on the attraction,
development and retention of
talent
oFocus on integratation of HR
systems