Talent Management in Turbulent Times : Internal Talent Identification and Strategic Hiring

1. Talent Management in Turbulent Times :
Internal Talent Identification and Strategic
Hiring

2. Talent : Defined
• What is Talent??
– Individual with a natural aptitude or skill
– Individual with a special ability that he applies to do
something well
– Individual having capacity for achievement or success
in the chosen area

3. Talent : Defined
• BPCL’s definition of Talent :
– a high Performing individual with the Potential to
rise and succeed in more senior and critical positions

4. Potential Defined : The Evolution
Physical
Attributes
IQ, experience
and past
performance
Competency
Based
Potential
In the Current
VUCA environment
(Volatile,
Uncertain,
Complex,
Ambiguous),
competency based
models are
becoming
inadequate
indicators
As per Oxford dictionary, potential is defined as
‘Latent qualities or abilities that may be developed and lead to future success or usefulness’
Pre 20th Century,
choices were made
based on physical
attributes; for eg:
for the construction
of Pyramids, to dig
a canal or harvest
crops, we chose the
fittest, healthiest
and strongest
people
During 20th
Century, work was
getting
standardized.
Most roles were
relatively similar
across companies
and industries.
Therefore past
experience was a
good indicator
Post 1980s,
Technological
evolution and
industry
convergence
made jobs more
complex.
Therefore jobs
were
decomposed into
competencies

5. Potential - redefined
“The first indicator of potential we look for is the right kind of
motivation: a fierce commitment to excel in the pursuit of
unselfish goals. High potentials have great ambition to leave
their mark but they also aspire for big, collective goals, show
deep personal humility and invest in getting better at
everything they do”
by Claudio Fernandez – Araoz
Senior Advisor Egon Zehnder
HBR June 2014

6. Potential in BPCL
ABILITY
ASPIRATION
ENGAGEMENT
The extent to which an
individual wants and
desires:
Prestige & Recognition
Advancement, Influence
Financial Rewards
Overall Job Enjoyment
Willingly adjusts work-
life balance
A combination of
innate
characteristics and
learned skills that
an employee uses
to carry out their
day-to-day work
An employee’s
engagement
results from their
emotional and
rational
commitment to
the organization

7. Turbulence Deconstructed
• Challenges for HR : Global Perspective
– Globalisation
– Demographics
– Leadership Pipeline
• Challenges for HR : Indian Perspective
– Demographics
– Challenging market conditions/Opening up of markets/deregulation
– Skill /Capability gap
– Leadership pipeline
– Entry level Attrition
– Expectation gap of millenials
– Capability to identify talent

8. Expectations of High Potentials
Autonomy: The freedom to direct our lives
Mastery : Craving, desire to excel
Purpose : Search for meaning, the yearning for our work to
serve something larger than ourselves
Stretch: Challenge, pushed to the edge of the boundary of
current level of competencies
Transparencies and Fairness: Consistency and coherence in
management signals particularly in HR processes

9. The BPCL way
• Reinvented our definition of culture and values
• ASCEND
• Learning Framework
• Integrated Career Development Framework
• Coaching
• Innovative Learning Forums
• Higher studies : S P Jain
• Forums for youth

11. What we look for while hiring
The Growth Factor Inventory (GFI) solves a key problem that
organizations face in assessing the potential of the prospective
hires at the entry/junior level.
 Eagerness to Learn
 Breadth of Perspective
 Understanding others
 Personal maturity

12. What Next?
 Stabilise, refine and mature in these processes
 Leverage technology
 Develop line managers as coaches

13. The Vision
• We are the most admired global energy company leveraging talent and technology
– We enable employees realize their true potential
– We build organizational capabilities for achieving breakthrough results
and global aspirations.
• We are a great organization to work for
– We have people who are highly engaged, empowered and energized
• We are a learning organization
– We build organizational agility for change

14. Thank You

15. The internal demographic profile of BPCL
744
230
50 73 116 103 105
30
52
441
188
67
65 72 103
53
0
101
390
165 112 144
176
123
1
2
45
98
190
196
215
155
0
0
2
12
75
143
180
123
0
0
1
14
83
137
116
0
0
5
53
62
0
17
38
0
7
18
5
< THAN 25 YRS 25 TO 30 YRS 30 TO 35 YRS 35 TO 40 YRS 40 TO 45 YRS 45 TO 50 YRS 50 TO 55 YRS > THAN 55 YRS
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