Talent Management Process PowerPoint Presentation Slides

1
Yo u r C o m p a n y N a m e
Talent
Management Process

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

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

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

Recruitment Sources
5
Employee Referrals
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needs and capture your audience's attention.
Voluntary Applicants
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and capture your audience's attention.
Internal Searches
Campus Placement
Employment Agencies
Advertisements

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

Department Job Position Min. Experience Required
Roles
& Responsibilities
▪ 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
Research & Analytics
Your Text Here
Your Text Here
Your Text Here
Associate/ Senior Associate
Your Text Here
Your Text Here
Your Text Here
1- 4 years
Your Text Here
Your Text Here
Your Text Here
Current Vacancies
7

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

Talent Development Plan
10
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 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
Retention
Performance
1. Needs 2. Meets 3. Exceeds
3.High2.Medium1.Low
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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

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

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
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
Freq = Frequency distribution of responses. Red indicates a high level of disagreement.
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:

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?
Performance Feedback (2/2)
20

21
Employee
Motivation
Action Plan Of
Employee Motivation
Employee
Motivational Factors

Employee Motivational Factors
22
64%
Attention from
Leaders
58%
Cash
Bonus
52%
Increase in
Pay
35%
Stock/ Option
56%
Text
Here
42%
Text
HerePraise from Manager
90%
Employees are Motivated by

23
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
Action Plan for Employee Motivation

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

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
Success Rate Failure Rate
Task 1
95%
5%
Task 2
85%
15%
Task 3
80%
20%
Task 4
75%
25%

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

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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

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

Employee Self Assessment 1/2
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 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

360 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
QualityWorkCommunication
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

36
Succession &
Career Planning
Overcoming
Roadblocks In
Succession &
Career Planning
Roadblocks To
Succession And
Career Planning
Evaluate, Monitor,
And Observe
Development Of
Succession &
Career Plan
Identify The
Critical Position

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 & 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, & 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
Add
text here
DD-MM-YY
Task 5
Add
text here
DD-MM-YY
Task 6
Add
text here
DD-MM-YY
Task 7
Add
text here
DD-MM-YY
Task 8
Add
text here
DD-MM-YY
Task 9
Add
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
40
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

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

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

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

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
Employee Engagement Action Planning
45

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

Training Roadmap
47
Start
Design Build Rollout
Partner engagement
Purchase
LMS
Training
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

Training Schedule
48
Name
2020
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
51
50
100
0
43%
Training Costs Overall Labor Effectiveness (OLE)
7.5 Days
Avg Yearly Absenteeism
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)
25
12
53
30
15
60
1 2 3
3-Year Occupation
30
50
40
70
1 2
2-Year Occupation
Net Costs Returns
Training Costs by Training Years and Duration of Training
15
30
20
17
11
8
<15 16-25 26-35 36-45 46-55 56-65
Hours
Avg Overtime by Age Group
25 12
53 51
65
HR Sales Marketing IT Customer
Service
OLE By Department
40
70
60
55
40
65
-15%
5%
25%
45%
65%
85%
2013 2014 2015 2018 2019 2020
OLE Over the Last 5 Years
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
Avg Absenteeism Rate
Target < 50%
2013 2016 2017 2018 2019 2020
Absenteeism Over The Last 5
Years
Absenteeism Rate Absenteeism in Days

Talent Management Dashboard 2/2
52
Turnover Rate
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
Headcount
25%
49%
56%
80%
90%
96%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Administration
Operations
Finance
Human Resources
Sales
Marketing
Staffing Trends
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
Headcount Flow
475
Out
250
In
-4.2%
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.

Talent Management KPI 1/2
53
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
54
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%

Talent Management Process Icons Slide
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Coffee Break
Presentation will continue in 15 minutes
10:00 am to 10:15 am
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audience's attention.

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Years 2020

Stacked Bar
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25
12
25
30
15
30
15
10
$0 $20 $40 $60
2016
2017
2018
2019
2020
Sales in million

Our Team
60
Name Here
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Name Here
Name Here

Venn
61
Your Text Here
Your Text Here
Your Text Here
25%
75%
35%

Post It Notes
62
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audience's attention

63
About Us
Value Clients
Target Audiences
Preferred by Many

64
Address
# street number, city, state
Contact Number
0123456789
Email Address
emailaddress123@gmail.com
Thank You

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