How do you manage talent in organizations??

1. Workshop on
Talent
management
16 Oct 2014

2. Part I
•SOME STATISTICS

3. Today’s Employees---
• Want a voice
• Want to balance life and work
• Are opportunity seeking
• Are averse to transactional work activities
• Want to know what is going on
• Want freedom of choice

4. New realities in today’s
workforce
• 25% global workforce looking for their next work
• 45% talking to recruiters for their next job
• 12% actively looking for a job
• 13%casually looking a few times a week
• 15 % talking to their networks
• In India- 42% actively searching for new jobs.

5. Satisfaction levels
• 27% of employees are very satisfied
• 45% are somewhat satisfied
• 14% are neutral
• 10% are somewhat dissatisfied
• 4% are very dissatisfied
• Is satisfaction a guarantee of loyalty??

6. Most important factors in
seeking or considering a job
• Greater opportunities for advancement
• Better compensation and benefits
• More challenging work
• Better fit for skill sets
• More learning opportunities

7. Other important factors
• Improved job title
• Better office location
• Equation with current team
• Relationship with manager
• Personal reasons

8. Factors influencing
choice of company
• Company has a reputation as a great place to
work in
• Reputation for great products and services
• Reputation for great people
• Reputation for being prestigious

9. An engaged employee---
• Is passionate about what he does
• Constantly learns and grows at work
• Comfortable promoting himself and his ideas at work
• Very career focused
• Actively seeks information that helps him fit better at his
job.

10. Top professionals----
• Engage in professional networking
• Research ways to update skills and improve career path
• Research new career opportunities
• Apply for new job with current employer
• consider starting new business/ venture

11. Implications for HR team
• Active engagement with prospective / current employees
• Invest in strengthening talent brand
• Take local attitudes into account
• Don’t get complacent about current employees
• Don’t sell a position on compensation and title alone
• Don’t get put off by passive candidates

12. Source- Linkedin Global
workforce survey 2014

13. PART II
•TALENT
MANAGEMENT
INPERATIVES

14. Systems Thinking
Mental Models
Personal mastery
Team learning
Shared Vision
The Five Disciplines of a Learning
Organization
Peter Senge’s “ The Fifth Discipline”

15. WHAT ARE THE CHARACTERISTICS
OF A TALENTED WORKFORCE?
Is talent upwardly mobile?
Why?

16. Categories of employees
• Super keeper
• Keeper
• Solid citizen
• Misfit

17. Talent management
• Organizations commitment to recruit, retain and develop
the most talented and superior employees in the job
market
• The development and integration of Hr processes that
attract, develop, engage and retain the knowledge, skills
and abilities of employees that will meet current and
future business needs business needs.

18. Org culture
sourcing
attracting
selecting
onboarding
integrating
developing
engaging
retaining
promoting
Talent management cycle

20. Stages of the Talent management Process
ENTRY
• Recruitment
• Selection
• Orientation
• Placement
RETENTION
Culture
Immediate manager
Involvement
Person- environment fit

21. DEVELOPMENT
• Competency Assessment
• Development Opportunities
• Mentoring
• Challenges
PERFORMANCE
• Role Clarity
• Performance Agreement
• Feedback
• Recognition and Reward

22. Entry
• Anticipation of future workforce needs
• Efficient recruitment programmes using various media/
sources
• Testing systems
• Employee referral
• Orientation and onboarding

23. Retention
• Norms and values
• 0

24. Four Steps to the Talent
management process
Step 1- Develop assessment tools and scales
• Competency definition and measurement scale
• Performance appraisal definition and measurement
scale
• Talent potential forecast and measurement scale
• Apply measurement scale to each job
Step 2- Develop Training and Development Application
Tools
• Coaching Guide
• Assemble directory of best training programmes , top
books

25. Step 3- Evaluate each employee using assessment tools
Step 4- Prepare action reports
• Create bench strength summary
• Create Individual talent competency development forms

26. List of Competencies
• Action Orientation
• Communication
• Creativity/ Innovation
• Critical Judgment
• Customer Orientation
• Interpersonal Skill
• Leadership
• Teamwork
• Technical/ Functional Expertise

27. Talent management
Strategies
• Coaching for retention
• Outsourcing and outsourcers
• Succession planning
• Developing leadership through competencies
• Employment branding strategies

28. Challenges in Talent
management
• Plateaued Careers
• Glass ceilings
• Retirement/ Transition Planning
• Outplacement Programmes