Do you know how to evaluate today’s Millennial Generation? Explore Ramco’s New Age Talent Management framework for a Differentiated Workforce

1. Getting More from Talent Management
Thoughts & Ideas

2. The need for Differentiation
- Managing workforce like a portfolio - with disproportionate investments in the jobs creating the most wealth
- Focus on engaging the right employees, not necessarily all employees
- Emphasis on hiring choice employees, not becoming an employer of choice
The need for Feedbacks Speedbacks
- The value of day-to-day recognitions is high, as they are low cost, but high touch
The need for more Engagement
- Guaranteed long-term employment works little in a business environment defined by continuous change
- Not a family; not free-agents; but work as a Team
- Real-time Visibility into the global and distributed workforce – costs, capability, capacity
The need for managing ‘Gen-Y’ expectations
- Always connected, on the move and relies on its ‘networks’ to problem solving
- Proliferation of devices – Desktops, Smartphones, Tablets
Managing Talent is now Everybody’s responsibility
Some imperatives as we see them evolve are…

3. 1
3
2
What’s Your Talent Management Strategy?
Simplify
Monitor
Differentiate
Improve
4
Time
Organization
Capability

4. Organization Talent Strategy
1 Simplify
• Simplify performance management to only the value-adding tasks:
- Have better visibility to goals and objectives
- Open the system to further beyond 180-degree and 360-degree appraisals
• Have a more practical and ‘easy-to-way’ of classifying talent

5. Get clarity on appraisal
process milestones.
Get clarity on what goals and
objectives matter more to self and
the organization.
Get in-depth analysis of
performance at section level.
3
2
1
1 Simplify

6. Seek feedback/ recommendation
from anyone in the organization
who has something valid to say on
employee’s performance.
1 Simplify
Recommenders provide their
feedback in the context of a
specific goal thus making their
feedback very relevant to what is
being measured.

7. Tagging offers a more simple, but
effective alternative to heavy-set,
rarely-updated competency models
Tags can be used to record
attributes which are rarely captured
in a HR system.
1 Simplify

8. TAGGING
A tag cloud gives a simple, yet
effective picture of your
organization's talent.
1 Simplify
The tag cloud quickly tells you the
skills that this organization has in
abundance and skills that are scarce.

9. Organization Talent Strategy
2 Monitor
• Make performance feedback a regular affair than a open-and-shut process
• Take corrective actions and provide required support to team members
right when they are required (and not at the end of the year)
• Get a sense of how well the team will achieve set targets and goals, well in
advance

10. NEW INTERFACE FOR PERFORMING APPRAISALS – PERFORMANCE JOURNAL
2 Monitor
Make appraisal documents a living
record of employee’s performance
progression.
Allow employees to record key
achievements, issues/ concerns and
other factors affecting their
performance.
Enable appraisers / supervisors to
provide necessary support right
when they are required by the
employee.

11. NEW INTERFACE FOR PERFORMING APPRAISALS – PERFORMANCE JOURNAL
2 Monitor
Enable employees to record their
sentiment about the progress
towards achieving goals.
Avoid surprises on the outcome of
performance management to both
employees and supervisors.

12. Organization Talent Strategy
3 Differentiate
• Manage your employees as you would manage a portfolio of stocks
• Differentiated talent management strategies help you and your employees
realize their full potential

13. Talent pools provide an explicit way
of grouping employees into
different pools.
Talent pools can then be used for
sourcing – for key positions
(succession planning), projects etc.
The most valuable employees can
be tracked better and appropriate
talent strategies can be adopted to
make the best use of them.
3 Differentiate
TALENT POOL

14. Organization Talent Strategy
4 Improve (driving margins thru tighter business alignment)
• Improving requires being metrics-driven.
• Track workforce - global and distributed
- Costs of Overtime, leveraging Contingent labor
- Attrition where it matters most
• Know where your top talents are concentrated, align them better to
business objectives
• Bring more objectivity to promotion and other career opportunity decisions

15. Get to know your top
performers & more.
1 Know how well your team is
performing when compared to
the organization.
2
Know where the top most &
weak performers come from.
3
4 Improve

16. Cultivate measures to decide
on employee promotion
decisions.
Employees who can be
promoted are usually
sourced from the top 4
quadrants
4 Improve

17. In Short, Make IT All a Little More Sensible
Make IT Practical
Use ‘social’ in a sensible, less-
overwhelming way
Make IT Relevant
Take performance management
beyond 360 degree
Keep IT Alive
Move beyond using HR systems
as mere system of records

18. Choosing the right cloud-based Talent Management software
can give the initial impetus necessary to get started…
• Accurate visibility into distributed and global workforce – costs, deployment,
business alignment
• Built-in analytics provides real-time strategic insights to business users
without specialized IT skills and no integration challenges
• Availability - Anywhere. Anytime.
• No IT resources (staff, administrators, Servers, DC/DR) required at distributed
locations
• Per Employee Per Month based subscription helps increase costs as you grow
• Always “fresh” instance with no upgrade or AMC challenges

19. Look for a Software that understands (1) User Experience

20. Managers and Employees can
accessworkforce and talent
management data in real-time
Personal Information
Leave
Time Recording
Claims
Training Requests
Travel Management
Hire Requisitions
Payslips
Look for a Software that provides (2) Mobility

21. 21
Look for a Software that provides (3) Insights

22. Thank you