what is talent management

2. A special ability that
allows someone to do
something well
The ‘talent’ in an
organization is the
current employees
and their valuable
knowledge, skills and
competencies

3.  An ongoing process of acquiring,
developing and effectively utilizing
talent to meet business needs
 The process covers all key aspects of
‘EMPLOYEE LIFECYCLE’:
Selection development retention

5. 1.TALENT ACQUISITION : The process
of finding, acquiring, assessing, and
hiring candidates to fill roles that are
required to meet company goals
and fulfill project requirements.

6. ACQUISITION PROCESS:
• Determine the set of competencies
• Source the required people
• Competency based interview
• Orientation
• Place right people to right job

7. TALENT RETENTION:
 Create good work culture
 Align organization’s goal with individual
goal
 Ensure an accurate match between job
and candidate
 Manage people by facts and data
 Involve individuals in decision-making in
their areas of responsibility
 Make people feel that they are making
difference

8. TALENT DEVELOPMENT:
 Assess every employee’s competency
profile
 Do the gap analysis
 Create opportunities through different
methods like training, job rotation, cross
functional exposure etc.
 Mentoring

9. MANAGING PERFORMANCE:
 Clarify roles throughout the organization
 Give proper feedback
 Reward and recognition
 Identify what makes the talented
individuals feel rewarded

10. PASS IT ON
 Identify high performance individuals
who display characteristics favored by
the organization
 Use this pool of talent to help transition
new employees into the organization.
 Better the first experiences of a new
employee, the more likely the individual
is to be retained by the organization

11. RECRUITMENT AND SELECTION:
 Recruitment administration is outsourced
to Accenture
LEARNING AND DEVELOPMENT:
 Three different skill sets to develop i.e.
general skills, professional skills and
leadership skills
 The development needs of an individual
are identified through IDP

12.  My passport: separates learning need in
three categories i.e. Mandatory trainings,
Recommended trainings, and Elective
trainings
PERFORMANCE RATING:
 Line manager sets 3+1 (3 key work plan
goals + 1 key development plan goal)for
individuals
 Annually the performance is rated based
on the 3+1, and core job responsibilities
and 360 degree feedback

13.  GLOBAL PEOPLE SURVEY
 DIFFERENTIAL PAY FOR PERFORMANCE
 Forced LTD : The LDT (or Leadership
Differentiation Tool) is used in the to
differentiate between peer managers in
a certain function and at a certain Work
level

15.  FRC’s are held every quarter
 This is a Sample Agenda for end of Q2:
 Succession planning: who is ready
now or in ½ years for our key roles
 Review Key Talent: Who are they key
talents? What about their
development & next steps?

16.  Key talent on key roles: What % of our
key roles are held by our key talents?
 List Cover: do we have a WL3 High
Potential Lister that is ready to succeed?
 Expected & Current vacancies
 Mid year review:
* Review Poor performers progress (red
boxes)
* Review people in white & green boxes of
last year’s LDT

17.  http://www.nvpplaza.nl/documents/doc
/talent-mgmt-nvp.pdf
 http://www.sergaygroup.com/Smart-
Talk/Talent-Management.html
 http://www.civilservice.gov.uk/wp-content/
uploads/2011/09/Talent-
Strategies-Practitioner-Guide_tcm6-
35853.pdf