Speaker: Judhajit Das, Chief Human Resource Officer, ICICI Prudential Life Insurance

1. 1
Talent Management

2. 2

3. 3
Defining talent…
 Delivers consistent performance in changing
circumstances is a gate criteria
 Performance is not equal to Potential
 Potential is about doing next level complex job
 Is visible and hence, credible
 Is relative and defined in context of current & future
business requirements
 Comes in all shapes & sizes and with angularities

4. 4
Talent Management
Talent Management is a frameworkof reviewing high performing
employees on leadership competencies and integrating the feedback
with development interventions.
It aims at :
 Ring fencing of top talent
 Future proofing – Creating a sustainable leadership pipeline

5. 5
The concept of flow…
When an individuals capability matches the challenges they face, they perform to their
best; they are in ‘Flow’. Understanding potential helps us match capability to challenge
overtime.
Challenge
Capability
Stress
Anxiety
Underperformance
Boredom
Anxiety
Underperformance
Flow

6. 6
TM@ ICICI Prudential
Achieving performance for
today
Building potential for
tomorrow
Get the right
People in....
Ensure we select
the right people
for the job
Build and nurture
performance
Building skills /
Capability to deliver
in current role
Grow a strong
Talent Pipeline
Make sure we
have the right
people in the
right numbers at
the right time
Develop an
organization that
works
Make sure that we
have the right
structure and
climate, and the
capability to manage
change well
Talent Management

7. 7
Talent Management Process
•Job Rotation
•Challenging assignments
•Differentiated training interventions
•Coaching & Mentoring
Talent Management
Process
Talent Management
Process
Talent
Assessment
Talent
Assessment
Sharing of
• 360 degree feedback
• Talent feedback& IDP
• Who is talent
• Who is eligible forthe talent
management process
• Potential assessment of talent
• Categorization of talent – Talent listing
Talent
Identification
Talent
Identification
FeedbackFeedback
Talent
Development
Talent
Development
IDP– Individual development plan

8. 8
Assessing & developing talent…
 Talent is assessed through talent council
discussions
(O ur le ade rs hip te am co nstitute s the tale nt co uncils)
 Assessment of employees on leadership
competencies – based on critical
incidents
 Assignment of talent listing*
 Providing feedbackon strengths and
development areas
 Role expansion orjob moves that provide
critical experiences
 360 Degree Feedback
 Differentiated training interventions -
LMP
 Networking opportunities – Thought
leaders
 Self directed learning: Updating self on
domain /process knowledge, soft skills,
etc.
 Challenging assignments
 Coaching & Mentoring
Assessment Development
*Tale nt Listing de scribe s the re adine ss / po te ntialo f an
e m plo ye e to ass um e succe s sive le ade rship po s itio ns

9. 9
Roles
Employee
 Provides the access &
infrastructure to support
employee development
 Gives ‘candid & constructive’
feedback
 Reviews & provides necessary
development support
 Has the onus of development
 Seeks feedback& development
support
 Leverages support extended
 Facilitates growth &
development through systems,
processes and policies
Organization
HR Manager

10. 10
 Meritocracy…critical
 Not an HRagenda… line managerinvolvement is
crucial
 It’s not just about managing the middle…it’s about
identifying the A players, then investing and taking
risks on them
 “60% preparedness”
 Real life - “on the job” experiences – stretch roles
 Along with identification…development is critical
 Believing in the powerof youth to make a difference
Ourlearnings

11. 11
In conclusion
 Inspirational and successful leaders tend to be role
models forothers
 Nothing wrong in emulating as long as tendency to
ape is avoided
 “At best leaders are inspirational”
 There are hundreds of types of successful leaders!
Talent management is more than something to do,
It is something to aspireto be

12. 12
Continually adapt the people strategies to stay ahead
of the curve
With changing environment
Leadership is an adaptive challenge
In a rapidly changing world continually
adapt to stay ahead of the curve

13. 13
Thankyou