Example Of Talent Management PowerPoint Presentation Slides

Example of
Talent Management
Yo u r C o m p a n y N a m e

Content
2
Talent Management Review KPI Metrics and Dashboard
Talent Management Feedback
Performance Management Employee Engagement Process
Employee Motivation Training & Development
Talent Management Methodology Succession & Career Planning

3
Talent Management Methodology
Talent
Planning
Recruitment
Sources
Recruitment
Process
Talent
Planning Overview
Talent
Acquisition
Hiring Plan
by Department
Recruitment
Tracker
Current
Vacancies
Talent
Development Plan
Retaining
Talent
Employee feedback
for Talent Retention
Talent Retention
Strategies
Talent Retention based
on Performance

Talent Planning Overview
4
Phase 1
Define &
Identify Workforce
✓ Get An Accurate View Of Current
Workforce Data
✓ Identify Functional Positions/Roles
✓ Text Here
✓ Text Here
Phase 3
Conduct Demand
and Gap Analysis
✓ Analyse The Current State
✓ Identify The Ideal Future State
✓ Determine What Gaps Exist
✓ Text Here
Phase 2
Conduct
Supply Analysis
✓ Conduct A Workload Analysis To
Understand The Work Status
✓ Define The Workforce Capabilities
✓ Text Here
✓ Text Here
✓ Text Here
Phase 4
Implement
Workforce Planning
✓ Develop And Implement Action
Plan
✓ Text Here

Recruitment Sources
5
This slide is 100% editable. Adapt it to your
needs and capture your audience's attention.
Voluntary Applicants
Internal Searches
Employment Agencies
Campus Placement
Employee Referrals
Advertisements

Recruitment Process
6
Our
Recruitment
Process
Understands the Client’s Requirement
Sourcing Candidates
Shortlist Candidates
Job Offer
Send for Final Interview
First Interview Round

Current Vacancies
7
Job Position
Associate/ Senior Associate
Department
Research & Analytics
Min. Experience Required
1- 4 years
✓ Assist in the collection and/ or creation of data sets
✓ Thoroughly understand the functionality & features of research databases
✓ Play a role in the development of innovative data products
Roles & Responsibilities
Text Here

Hiring Plan by Department
8
Department Current Employee Strength Future Employee Target
Finance 60 63
Marketing 12 85
Operations 56 56
Human Resources 52 63
Strategy 62 26
Department 6 46 52
Department 7 21 52
Department 8 66 66
Department 9 53 56
Department 10 64 89
2019 2020

Recruitment Tracker
9
Process Total Referrals Targeted Sources Other Sources
Applications Received 120 70 40 10
Minimally Qualified 80 60 15 5
Assessments Conducted - - - -
Eligible Candidates - - - -
Interview Invite - - - -
Interview Accepted - - - -
Interviewed - - - -
Interested in Hiring - - - -
Job Offer Extended - - - -
Job Offer Accepted - - - -
Reported for Duty - - - -
Oct’20-Dec’20

Training Area Module
Delivery Options
Time Classroom E-Learning Blended Off-the-Shelf Curriculum
Business
Business Communication 1/2 Days 1 Days 2 Days 1/2 Days 2/3 Days
Presentation Skills 2 Days 5 Days NA 2/3 Days NA
Add Text Here 1 Days 1/2 Days 3 Days 2 Days 3 Days
Add Text Here NA 2/3 Days 4 Days 2 Days
Customer Service
Dealing with Customer 1/2 Days 3 Days NA 3 Days 1/2 Days
Delivering Customer Focused Services NA 4 Days NA 2 Days 3 Days
Add Text Here NA 1/2 Days 1/2 Days NA 2 Days
Add Text Here 4 Days NA 2 Days
Human Resources Training
Employee Review Training 1/2 Days NA 1/2 Days 2 Days 3 Days
Add Text Here 2/3 Days NA NA NA 2/3Days
Add Text Here 1/2 Days 1/2 Days 2/3 Days 2/3Days NA
Sales
Market research 5 Days 1/2 Days 2 Days NA 1/2 Days
Add Text Here 1/2 Days 2/3 Days 1 Days 1/2 Days NA
Add Text Here 2/3 Days NA 1 Days 2 Days 3 Days
Add Text Here 3 Days 1/2 Days NA 2 Days
Talent Development Plan
10

3.High2.Medium1.Low
1. Needs 2. Meets 3. Exceeds
Retention
Performance
Talent Retention Based on Performance
11
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here
Add Employee
Name Here

Employee Feedback for Talent Retention
12
Very Low Low Moderate High Very High
Satisfaction with Current Job Text Text Text Text Text
Fair Compensation for Work Text Text Text Text Text
Job Security Text Text Text Text Text
Working condition and
environment stability
Text Text Text Text Text
Add Text Here Text Text Text Text Text
Company can ask the
employees to fill a
questionnaire to
understand the aspects
related to employee
satisfaction

Talent Retention Strategies
13
4
1
2
2
3
3
5
6
6
7
7
8
11
13
13
14
Unsure
Other
Employee Engagement
Excellent communication
Learning/Growth opprtunities
Excellent Coworkers
Company Culture
Cash bonuses
Perks
Comptitive benefits package
Job Security
Flexible Work Measures
Competitive Salary
Interesting/Challenging Work
Excellent management/Supervision
Positive Work Environment
Based on employee
responses received
through the
questionnaire, the
company can decide
regarding the successful
retention strategy

Performance Management
14
Performance
Planning
Types of
Goals/ Priorities
Guidelines for
Performance Planning
Performance
Coaching
Performance
Feedback
G

Guidelines for Performance Planning
15
Skills Guidelines
Feedback
(Met/ Not Met, Not Tested)
Comments
Content Research
▪ Understands the topic objectives & research plan ( what is required , how to find it, do we
need to time box the effect)
▪ Request, pro-activity for additional clarity when required
▪ Discuss with supervisors regarding content
▪ Plagiarisms Issues
▪ Add your guidelines here
Met Add comments here
Quarterly Standards
Accepts responsibility for outcomes (positive or negative) of one’s work; admits
mistakes and refocuses efforts when appropriate
Not Met Add comments hereLevel of dependency on co-workers in terms of tasks given Average number of tasks in
a day
Review Meeting Standards
Professionalism
▪ Uses professional language & refrains from using profanities in the office environment
▪ Conduct during review meetings
Not tested Add comments here
Team Meetings
▪ Demonstrates an ability to clearly & concisely explain your thoughts
▪ Ability to implement changes discussed during review meetings
Time Management
Complete assigned work in allotted delays in advance
Add feedback here Add comments hereInform proactively
▪ Highlights any anticipated delays in advance
▪ When free, requests for additional tasks or volunteers to help others
Supervisors Experience
Make all the discussed changes during review
▪ Showcases good listening skills & accurately captures expectations & feedback on his/her
task
Add feedback here Add comments here

Types of Goals/ Priorities(1/2)
16
Freq = Frequency distribution of responses. Red indicates a high level of disagreement.
Item P 2 3 4
To have good understanding of organization’s business goals
To understand the steps needed to reach the business goals
To behave consistently with organization’s core values
To have understanding of how your job contributes to the organization achieving its business goals
Add priorities here
Add priorities here
Add priorities here
Add priorities here
Add priorities here
Add priorities here
Priority Level. Larger boxes indicate that an item
is a higher priority for increasing engagement.
P Score is OK.
Moderate to low score. Potential
problem area. Take a closer look.
Low score. Problem area. Benchmark reference line.

Types of Goals/ Priorities(2/2)
17
Goal (Objective) Action Steps Responsible Person Measured Due Date
Improve Staff Performance And
Reduce Time Wasted Looking For
Information
Add Your Text Here Jon Smith Manager Add Text Here 12/6
Determine wait times by employee 2/3
Meet with staff to determine best practices 11/25
Add Your Text Here 10/2
Determine any possible training needs 9/11
Train/ inform employees on new standard 05/10
Add Your Text Here 06/1
Add Your Text Here Katie brown Manager Add Text Here 11/4
Add Goal Here
Add Your Action Steps Here Jessi Bran Manager Add Text Here 1/25
Add Your Action Steps Here 2/26
Add Your Action Steps Here Jon Smith Manager Add Text Here 10/5
Add Goal Here
Add Your Action Steps Here Jessi Bran Manager Add Text Here 1/24

Performance Coaching
18
Type of Employee Training Time Allotment Coaching Time Allotment Trainer Proposed Training
New Employee
(First month)
10-20 minutes/ Day 20-30 minute/ Week
Combination of Top Performer
Solid Experienced Performer
✓ Training on employee’s technical Skill
✓ Add Text here
✓ Add Text here
Top Performer 20 minutes/ Week 15 minutes/ Week Manager
✓ Training on employee’s career goals
✓ Increasing employee engagement
✓ Add Text here
✓ Add Text here
Average Performer 10 minutes/ Week 15 minutes/ Every 3 Weeks
Combination of Top Performer/
Solid Experienced Performer/
Team Leader
✓ Increasing technical abilities
✓ Increase the proficiency of employee’s
strength
✓ Add Text here
✓ Add Text here
Under Performer Depends on situation Depends on situation Manager/ Others
✓ Delegate the development
responsibilities
✓ Add Text here
✓ Add Text here

Performance Feedback (1/2)
19
Pre One on One Notes:
List at Least 3 questions to ask the employee to ensure an
effective
coaching session:
Topic Checklist:
1. Your Text Here Goals ○
Development ○
2. Your Text Here Concerns ○
Help Needed ○
3. Your Text Here Further Interests ○
Action Items ○
During the One-on-One
What project is the employee working on?
What challenges has employee encountered this/ month?
What has the employee learned this week/month?
What progress has the employee made towards his or her goals this week/month?
What progress has the employee made in terms of his or her development plan this week/month?
List some of the frustrations or challenges the employee mentions.
List items that the employee shares where he or she could use help.
Did the employee express any interest in future roles or positions?
Actions given to employee for next one-on-one:
Actions you took for next one-on-one:
Post-meeting notes and comments for next one on one:

Performance Feedback (2/2)
Team Member Date
Department Time
Personal/ Notes (Spouse, Children, Pets, Hobbies, Friends, History, etc.)
Team Member Updated/ Notes:
Manger Update/ Notes:
Future:
✓ Is there anything I need do, & if so by when? ✓ Tell me about what you’ve been working on.
✓ How are you going to approach this? ✓ Tell me about your – what’s it been like?
✓ What do you think you should do? ✓ Tell me about your family/ weekend/ activities?
✓ So, you’re going do “X” by Tuesday, right? ✓ Where are you on ( ) project?
✓ How do you think we can do this better? ✓ Are you on track to meet the deadline?
✓ What are your future goals in this area? ✓ What questions do you have about the project?
✓ What are your plans to get there? ✓ What areas are ahead of schedule?
✓ What can you/ we do differently next time? ✓ What are you on budget?
✓ Any ideas/ suggestions/ improvements? ✓ What did ( ) say about this?
20

Employee Motivation
21
Employee
Motivational Factors
Types Of
Goals/ Priorities
Guidelines for
Performance Planning
Action Plan of
Employee Motivation

Employee Motivational Factors
22
64%
Attention from
Leaders
58%
Cash
Bonus
52%
Increase in Pay
35%
Stock/ Option
56%
Text Here
42%
Text Here
Praise
from Manager90%
Employees are Motivated by

Action Plan for Employee Motivation
Drive Primary Lever Actions
Acquire Reward System
▪ Point-based recognition
▪ Incentivize knowledge sharing
▪ Add text here
Bond Culture
▪ Value collaboration and Team work
▪ Cultivating a successful mentor/mentee
relationship
▪ Add text here
Comprehend Job Design ▪ Add text here
Defend
Performance - Management
and Resource –
Allocation Processes
▪ Enable managers to reinforce key behaviours
▪ Emphasize their fairness
▪ Add text here
23

Talent Management Review
24
Evaluate Performance
& Goals
Specify
Successes & Failures
Employee
Performance

Evaluate performance and goals
25
Goal
Tactical Steps
(how)
Responsible Person
(who)
Measured by
Due Date
(when)
Status
Professional
Development
Create checklist Nair Smith Completion by due date 10-oct-18 Completed
Perform quarterly audit Nair Smith Completion by due date 24-nov-18 Need improvement
Create complaint document Nair Smith Completion by due date 08-dec-18 In Process
Submit audit report Nair Smith Completion by due date 01-dec-19 Not started
Goal 2 Add Text here Add Name here Add Text here DD-MM-YY Add Text here

Specify Successes & failures
26
60%
70%
80%
90%
50%
40%
30%
20%
0
20
40
60
80
100
Task 1 Task 2 Task 3 Task 4
Success Rate
Failure Rate

Evaluate Performance 1/3
27
Employee info
Employee Name Text Here Department Text Here
Employee ID Text Here Reviewer Name Text Here
Ratings Excellent = 5 Good = 4 Satisfactory = 3 Fair = 2 Poor = 1
Job knowledge
Work quality
Attendance/punctuality
Initiative
Communication/listening skills
Creativity
Punctuality
Overall Rating
Text Here
Reviewers Comments
Text Here

28
Employee Info
Employee Name Department
Employee ID Reviewer Name
Behaviors
Quality Unsatisfactory Satisfactory Good Excellent
Work to full potential
Quality of work
Work consistency
Communication
Takes initiative
Strengths / Training needs
Text here
Goals
Text here
Comments and approval
Text here

29
Employee info
Employee Name Text Here Department Text Here
Employee ID Text Here Reviewer Name Text Here
Current Responsibilities Performance Assessment Comments And Approval
Job description Evaluate performance and achieved goals Provide Any additional feedback
Text Here Text Here
Text Here Area of excellence within performance Text here
Text Here Text Here
Text Here Area of improvement Text here
Text Here Text Here
Text Here Future goals with set expectations Text here
Text Here Text Here
Employee Signature Reviewer Signature

Talent Management Feedback
30
Employee’s
Self Assessment
Manager
Feedback’s Comment
360
Degree Feedback

31
How will you accomplish these goals?
Your Text Here
Your Text Here
Your Text Here
What are your goals for the next evaluation period?
Your Text Here
Your Text Here
Your Text Here
What didn’t you accomplish that you had planned on accomplishing. Why?
Your Text Here
Your Text Here
Your Text Here
How do these accomplishments relate to your key responsibilities and goals for you and your unit/ department?
Your Text Here
Your Text Here
Your Text Here
Your Text Here
What were your most significant work- related accomplishments? (Include projects, assignments, new skills or knowledge gained.)
Your Text Here
Your Text Here
Your Text Here
Employee Self Assessment 1/2

Employee Self Assessment 2/2
32
Employee Name: Supervisor Name:
Provide to your supervisor by :_________
*Rating Core Responsibilities – Comments on Results Achieved
▪ Extraordinary Contributor
1. Performance Management (Complete if you supervise & evaluate others)
Your Text Here
Your Text Here
▪ Contributor
▪ Below Contributor
2. Your Text Here▪ Contributor

QualityWorkCommunication360 Degree Feedback- Employees
33
Strong Agree Agree Disagree Strongly Disagree Not Applicable
Sets high standards for quality of
work output
Ensures work is error-free before
submitting
Helps others improve the quality of
their work
Communicates well orally & in writing
from
Displays good listening skills
Shares information Freely with others
For Evaluating Employees

360 Degree Feedback- Managers
34
A B C D E
Demonstrates an interest in training & upgrading others
Demonstrates ani interest in training & upgrading self
Gives complete & proper instructions when delegating work
Effectively follows - through & meets deadlines
Effectively delegates
Supervises others well
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
For Evaluating Managers

Manager’s Feedback
35
Current Responsibilities
Attach job description, noting any significant changes
Your Text here
Your Text here
Performance Assessment
Evaluate performance & achieved goals
Discuss areas of excellence within performance
Discuss areas of improvement
Develop future goals with set expectations
Comments & Approval
Provide any additional feedback
Your Text here
Your Text here
Your Text here

Succession & Career planning
36
Identify the
Critical Position
Development of
Succession &
Career Plan
Evaluate, Monitor,
And Observe
Roadblocks to
Succession and
Career Planning
Overcoming
Roadblocks in
Succession &
Career Planning

Identify the Critical Position
37
Succession Planning
Business- Critical
Position 1
Ready now 1-2 years
➢ 2 years
(year estimated)
Head of Sales
✓ This slide is 100% editable.
Business- Critical
Position 2
Ready now 1-2 years
➢ 2 years
(year estimated)
Head of Operations
Business- Critical
Position 3
Ready now 1-2 years
➢ 2 years
(year estimated)
Head of R&D

Development of Succession and Career Plan
38
Business Focus
Text Here
Text Here
Text Here
Skill development by
leader
Operational Efficiency
Business Process
Efficiency
CEO & other senior
leader replacement
SM Focus
Text Here
Talent Mobility &
Upgrading
50%
Succession Plaining &
Management
48%
Executive/ Sr. Leader Replacement
Plaining
35%
Individual Development
Planning
20%

Evaluate, Monitor, and Observe
39
Succession
Planning Task
Status
Start
Date
Quarter 1 Quarter 2 Quarter 3 Quarter 4
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nev Dec
Task 1 Ongoing DD-MM-YY
Task 2 Finished DD-MM-YY
Task 3 Ongoing DD-MM-YY
Task 4 text here DD-MM-YY
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here

Roadblocks to Succession and Career Planning
10%
25%
35%
40%
51%
55%
62%
Add Text holder
Add Text holder
Add Text holder
Lack of top management involvement in shaping the talent management strategy
Lack of a Talent Assessment Database
Organization don’t encourage the sharing of resources
Lack of top management support
Specify the obstacle in
the pathway of
succession planning, in
percentage
40

Overcoming Roadblocks in Succession and Career Planning
41
Prioritize Goals/ Solutions
Action Items
Which barrier will
prevent your success?
What can you do to
reduce this barrier?
What are your start &
end dates for reducing
the barrier?
Who can help you
reduce this barrier?
What will be evidence
of completion?
How will you measure
success for this goal?
Process for employee
identification
Streamline Frequency
& Duration of interventions
Common tool for program
monitoring
Other
Priority

Employee Engagement Process
42
Employee
Engagement Initiative
Employee
Engagement Model
Employee
Engagement
Action Planning

Company Initiative towards Employee Engagement
43
10%
25%
35%
40%
51%
55%
62%
75%
80%
90%
0% 20% 40% 60% 80%
Add Text Here
Add Text Here
Add Text Here
Add Text Here
Add Text Here
Performance Riviews
Skill Training
Recognition Program
Team Building
Feedback Program

Employee Engagement Model
44
▪ Sense of accomplishment
▪ Work tasks
▪ Resources
▪ Work processes
Work
▪ Leadership
▪ Manager
▪ Customer
▪ Co-workers
▪ People focus
People
▪ Career opportunities
▪ Learning & development
Opportunities
▪ Pay
▪ Benefits
▪ Recognition
Compensation
▪ World/life balance
▪ Diversity
Quality of Life
▪ People/HR practices
▪ Managing performance
▪ Brand
▪ Company reputation
Procedures
Engagement

Employee Engagement Action Planning
45
Areas for Improvement
Problem Definition
(finding out root causes)
Proposed Solutions Success Measures Owner(s) Estimated Timelines
▪ Staff has indicated in the survey
that they do not have adequate
training opportunities
▪ Supervisors did not release staff
from work or asked staff to
postpone training
▪ Supervisors to be held accountable
if staff are meeting required training
hours
▪ Exemption from training must be
accompanied by strong reasons as
money is wasted if staff fail to show
up
▪ 90% of staff achieve 100 hours
training by year end
▪ Les than 5% no shows in signed up
training
▪ HR to brief Heads
▪ Heads to brief all supervisors
▪ Supervisors to brief all staff
▪ Jamie (from HR) to compile
no shows in training
▪ HR to brief Heads by 1st week of
Sent 2017
▪ Heads to brief all Supervisor by 3rd
week of spend 2017
▪ Supervisors to brief all staff by 1st
week of Oct 2017
▪ Half yearly training attendance to
be submitted to be submitted in
July & Dec

46
Training
Roadmap
Training
Schedule
On/Off Job
Training Plan
Training & Development

Training Roadmap
47
Design Build Rollout
Partner engagement
Purchase LMSTraining Kickoff
Initial
Checkpoint
Certification Guide
Complete
Course Syllabi Complete
Begin high priority course
content
Your Text Here
Complete high priority
courses
Business case
complete
Complete all
courses
Start pilot with partner
Develop rollout
strategy
Admin
Training
Fully implemented Training &
Certification Program
Your Text Here
Month 1 Month 2 Month 3 Month 4 Month 5 Month 6 Month 7
Start

Training Schedule
48
2020
Name Jan Feb Mar Apr May Jun Jul Aug
Upward Airlines Corporate
▪ Create new Employee Training
• Hire consultants
• Survey a sample of employees
• Compare results
▪ Test new curriculum with some employees
• Form test group
• Test #1
• Test #2
▪ Write curriculum
▪ Evaluate results of sample group and make
▪ Rollout new training

On/Off Job Training Plan 1/2
49
JOB TITLE: HOURS/ WEEK:
JOB DESCRIPTION:
REQUIRED JOB SKILLS FOR OCCUPATION:
STARTING CAPABILITY:
DATE MEASURED
1. JOB SKILL NEEDED
▪ Add text here
▪ Not Skilled
▪ Some skill
▪ Skilled
2. JOB SKILL NEEDED
▪ Add text here
▪ Not Skilled
▪ Some skill
▪ Skilled
3. JOB SKILL NEEDED
▪ Add text here
▪ Not Skilled
▪ Some skill
▪ Skilled
4. JOB SKILL NEEDED
▪ Add text here
▪ Not Skilled
▪ Some skill
▪ Skilled
5. JOB SKILL NEEDED
▪ Add text here
▪ Not Skilled
▪ Some skill
▪ Skilled

On/Off Job Training Plan 2/2
50
SKILLS TO BE LEARNED:
ESTIMATED
TRAINING HOURS:
END CAPABILITY
DATE MEASURED
1. SKILL TO BE LEARNED
Add Text Here
Estimated Training
Hours
▪ Beginning
▪ Intermediate
▪ Skilled
Add Text Here
Estimated Training
Hours
▪ Beginning
▪ Intermediate
▪ Skilled
Add Text Here
Estimated Training
Hours
▪ Beginning
▪ Intermediate
▪ Skilled
Add Text Here
Estimated Training
Hours
▪ Beginning
▪ Intermediate
▪ Skilled
Add Text Here
Estimated Training
Hours
▪ Beginning
▪ Intermediate
▪ Skilled
List Supplies & Tools needs for Training:

Talent Management Dashboard 1/2
52
40
70
60
55
40
65
-15%
5%
25%
45%
65%
85%
2013 2014 2015 2018 2019 2020
OLE Over the Last 5 Years
Avg Absenteeism Rate
Target < 50%
7.5 Days
Avg Yearly Absenteeism
2013 2016 2017 2018 2019 2020
Absenteeism Over The
Last 5 Years
Absenteeism Rate Absenteeism in Days
Avg overtime per Work
2.5 Hours
50
70
50
40
30
50
2015 2016 2017 2018 2019 2020
Yearly Avg Overtime Hours
(Per Employee)
15
30
20
17
11
8
<15 16-25 26-35 36-45 46-55 56-65
Hours
Avg Overtime by Age Group
Training Costs Overall Labor Effectiveness (OLE)
25 12
53 51
65
HR Sales Marketing IT Customer
Service
OLE By Department
25
12
53
30
15
60
1 2 3
3-Year Occupation
Training Costs by Training Years and Duration of Training
Net Costs
30
50
40
70
1 2
2-Year Occupation
Returns
50
100
0
43%

Talent Management Dashboard 2/2
53
Turnover Rate Staffing Trends
Headcount
50
35
30
20
15
20
15 13 10 8
0
20
40
60
Q3 2019 Q4 2019 Q1 2020 Q2 2020 Q3 2020
Voluntary Involuntary
25%
49%
56%
80%
90%
96%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Administration
Operations
Finance
Human Resources
Sales
Marketing
10
8
9
6
5
4
6
7
4
6
10
9
2
6
10
14
18
Q1 2019 Q2 2019 Q3 2019 Q4 2019 Q1 2020 Q2 2020
Hire Terminate
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
Headcount Flow
In
Out
250
-4.2%
475

Talent Management KPI 1/2
54
KPIs Target Segment
Retention rate 84% of employees retained for 3 years Mentees who complete a partnership
Employee engagement rate 20% increase in 2 years Mentees who complete a partnership
Internal hires 41% increase in 3 years Mentees who complete a partnership
Participation rate in program 52% Eligible employees informed about program
Partnership completion rate 95% Mentees who get matched

Talent Management KPI 2/2
55
KPI Strong Leadership All others Relative Difference
Effectively communicates
with employees.
2.36 4.22 53%
Well understood vision,
mission & strategy.
2.33 2.20 65%
Ease of getting
things done.
3.63 5.52 56%
Innovation-
focused.
6.63 5.3 23%
Confidence in
PS leadership.
6.22 6.5 51%
Embraces change:
Nimble and flexible
6.23 1.63 52%
Goals and
measurement alignment.
3.63 5.5 89%
Employees have
confidence in PS0's future.
1.32 6.4 21%

Example of Talent Management Icons Slide
56

Clustered Column
58
0
10
20
30
40
50
60
70
80
90
100
FY17 FY18 FY19 FY20
Sales(inUSDmillions)
Years 2020
Product 01
This graph/chart is linked to excel, and changes automatically
based on data. Just left click on it and select “Edit Data”.
Product 02

Column - Chart
59
20
15
32
40
55
40
35
35
0 10 20 30 40 50 60
Q1
Q2
Q3
Q4
In USD millions
Product 01
Product 02

About Us
60
Values Client
This slide is 100% editable. Adapt it to your needs and capture your
audience's attention.
Preferred by Many
Target Audience

Post It Notes
61
This slide is 100% editable. Adapt it to
your needs and capture your
Text Here
Text Here
Text Here

Timeline
62
2014
This slide is 100%
editable. Adapt it to your
needs and capture your
2015
This slide is 100%
2016
This slide is 100%
2017
This slide is 100%
2018
This slide is 100%
2020
This slide is 100%
2019
This slide is 100%
Start End

Marketing Dashboard Template
63
50
100
0
02
50
100
0
01
HIGH
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automatically based on data. Just left click on it
and select “Edit Data”.
LOW
This graph/chart is linked to excel, and changes
automatically based on data. Just left click on it
and select “Edit Data”.

Designation
Name Here
Designation
Name Here
Designation
Name Here
64
Our Team

Financial
65
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Our Mission
66
Vision
Mission
Goal

67
Thank You
Address
# street number, city, state
Contact Number
0123456789
Email Address
emailaddress123@gmail.com

Example Of Talent Management PowerPoint Presentation Slides

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