5. The science of using strategic HR to
improve business value and to make it
possible for companies and organisations
to reach their goals
To source, attract, select, train,
develop, retain, promote, and move
employees through the organization.
6.
7.
8. Objective of Talent Management
Strategic HR for Business Strategy
Succession planning
Fulfill Goal/Expectation
Put the right man on the right job
13. Leadership Competencies
Energize People
Communicates and
relates with others
in a way that
fosters their
openness,
collaboration,
action and
personal
development
Delivery Results
Assures that stretch
goals are reached
and customer
satisfaction is
achieved by driving
execution,
organizing for
success & efficiency
and encouraging
new ideas
& perspectives
Act as a Role Model
Inspires trust and
confidence by
handling all situations
with composure and
honesty and by
displaying an
openness to feedback
and new challenges
Think Business
Has both a broad and
deep understanding
of the business and
applies that knowledge
effectively to set direction
maximize financial benefits
and make strong decisions,
particularly in complex
and ambiguous situations
13
21. Classifying by Performance and Potential
High
questione
d
C
• Convert the to stars
Potential
• Counsel them to accelerate
their development
C
stars
A
B
• Keep turn over low
A
• Take steps to accelerate
their development
A
• Convert them to workhorse
• Terminate them if they
cannot be salvaged
• Keep turn over low
C
B
deadwood
Low
workhorse
s
Performance
• Keep them motivated and
productive where there are
B
High
21
Adapted from William J Rothwell, Effective Succession Planning,2005 and