Talent management involves acquiring, cultivating, positioning, and rewarding talented employees. It requires developing a blueprint that guides talent strategy and a set of principles for employee behavior. Assessment tools are used to classify employees into categories like super-keepers, keepers, solid citizens, and misfits. A talent management system integrates this blueprint and tools. It consists of four core HR programs - positioning, enhancement, mobility, and compensation. An integrating process ensures these programs align with the talent strategy and assess whether the organization is developing backups for key positions and allocating training based on employee classification.
Human resource planning and management. Selection, recruitment, training, retraining, skill development, competence development, promotion and career development, participative management, trade unions, and collective bargaining.
Human Resource Management (UGC NET Commerce & ManagementUmakantAnnand
This Hand Book, Contain, detail and unique materiel of UGC NET Commerce and Management students, all the aspirants can get success by studding this book.
Succession planning is the process of training & preparing employees in an organization so that there will always be someone to replace an employee who leaves.
PRESENT TALENT = FUTURE TALENT.
Enhancing Organizational Excellence through Employee Performance Appraisal an...Taggd
. In this article, we will delve into the significance of employee performance appraisal and talent recruitment while highlighting how Taggd can revolutionize these functions.
Human resource planning and management. Selection, recruitment, training, retraining, skill development, competence development, promotion and career development, participative management, trade unions, and collective bargaining.
Human Resource Management (UGC NET Commerce & ManagementUmakantAnnand
This Hand Book, Contain, detail and unique materiel of UGC NET Commerce and Management students, all the aspirants can get success by studding this book.
Succession planning is the process of training & preparing employees in an organization so that there will always be someone to replace an employee who leaves.
PRESENT TALENT = FUTURE TALENT.
Enhancing Organizational Excellence through Employee Performance Appraisal an...Taggd
. In this article, we will delve into the significance of employee performance appraisal and talent recruitment while highlighting how Taggd can revolutionize these functions.
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. 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.
4. How to Build "The Talent Management
System"?
Organizations systematically design, integrate
and implement programs that build and sustain a
"High Performing Work Culture".
These programs focus on:
ACQUIRING, CULTIVATING, POSITIONING and
REWARDING Employees.
when the above mentioned programs are fully
integrated into a SYSTEM, it is labelled as "Talent
Management".
5.
6. How to Build "The Talent Management
System"?
Talent Management have three elements
BLUEPRINT,
BUILDING BLOCKS
SYSTEM.
7. [1] BLUEPRINT
It is a set of principles that guides an organization's
strategic and tactical Talent Management Process.
Blueprint further contains two elements –
CREED and TALENT STRATEGY.
i. CREED: It is a set of principles and values that
guides the behavior of an employer/organization and
its employees.
How to Build "The Talent Management
System"?
8.
9. ii. TALENT STRATEGY:
Talent Strategy views an organization's workforce as
ASSETS.
Talent Strategy distinguishes these assets based on
an assessment of each person's current and
potential contribution to their organization success.
These assets are divided as:
Superkeepers- greatly exceed expectations (3-
5%)
Keepers – exceed expectations (20 %)
Solid citizens- meet expectations (75 %)
Misfits- below expectations (2-3 %)
10.
11. Talent Strategies include:
Cultivating the Super-keepers, i.e. Identification,
Selection, Development and Retention of super-
keepers.
Retaining the Key Position Backups.
Allocating (TREAD), i.e. as per the employee
classification.
TREAD means:
(Training, Reward, Education, Assignment,
Development)
12. [2] BUILDING BLOCKS
These are Assessment Tools that are used to
implement the Talent Strategy. Thus, by using
these assessment tools, an organization's
workforce can be divided and categorized as
super-keepers, keepers, solid citizens and misfits.
Retaining the Key Position Backups.
13.
14. The Assessment Tools which are largely and
mostly used:
Competency Assessment. Such as
assessment is used to derive, understand and
rate an employee's ORGANISATION
COMPETENCIES (i.e. core value
competencies), FUNCTIONAL
COMPETENCIES, JOB COMPETENCIES,
LEADERSHIP COMPETENCIES.
Balanced Score Card.
Performance Appraisal using a Performance
Management System.
15. [3] SYSTEM
It is the System that integrates the Blueprint and
the Building Blocks.
A System consists of two elements:
Four Core Human Resource Programs.
A Process for integrating the 4 core programs.
16.
17. i. Four Core HR Programs:
Positioning: Replacement Planning, Career
Planning, Internal Assignments, Succession
Planning.
Enhancement: It utilizes the building blocks
assessment for facilitating Employee Coaching,
Training, Education, Development.
18. i. Four Core HR Programs:
Mobility: Mobility includes (Identification,
Attraction, Recruitment and Onboarding) of new
employees. Such employees should meet the
organization's Talent Creed and Talent Strategy
requirements.
Compensation: It include programs such as Pay,
Incentives and Rewards, i.e. as per the employee
classification based on the Talent Strategy.
19. ii. Integrating Process:
It integrates the 4 Core HR programs into a
unified plan.
The integrating process addresses significant
issues tied directly to the Talent Management
Blueprint and Talent Strategy like:
Does the organization have at least 1 Backup
for each Key Position, i.e. who are at Keeper
level or above?
Does the Organizational Competencies match
with the Organization's Creed?
Are TREAD (Training, Reward, Education,
Assignment, Development) being allocated
based on employee classification, i.e. Super-
keepers, Keepers, Solid Citizens and Misfits?