Phd in Management, HR, HRM, HRD, Management

1. talent management
role of hr

2. 3 types of employees
Those who know what is happening
– Educated, but not experience and skills
Those who don’t know what is happening
– No Education, experience and skills
Those who makes things happen
– Education, Experience and Skills

3. 7 Biggest Challenges for HR Chief
Talent
Acquisition
Managing
Critical
Workforce
Career
Planning
Compensa
tion
package
Employee
Engagement
Leadershi
p
Developme
nt
Talent
Retention
Sources: Economic Times, 3rd September, 2011, p: 4. Deloitte Compensation Survey, 2011

4. Top Workforce Challenges
related to Talent Management
1. Attracting and retaining skilled professional workers
2. Developing manager capability
3. Retaining high performers
4. Developing succession pool depth
5. Addressing shortages of management or leadership
talent

5. talent !!!
………..talent: smart, sophisticated business people
who are technologically literate, globally astute, and
operationally agile
And even as the demand for talent goes up, the supply
of it will go down
• Experience
• Knowledge
• Education
• Skills
• Competency
What is Critical Talent !!!!
The Small Group of Individuals,
who drive a disproportionate share
of their company's business performance and
generate greater-than-average value
for their customers and share holders

6. talent !!!
Collins English Dictionary defines talent as
innate ability, aptitude, or faculty, especially when
unspecified; above average ability
talent is…….
some combination of a sharp strategic mind, leadership
ability, emotional maturity, communications skills, the
ability to attract and inspire other talented people,
entrepreneurial instincts, functional skills and the ability to
deliver results

7. Talent Management !!!
Talent Management
– Concerned with enhancing the attraction, long-term development,
and retention of key human resources

8. “talent” refers to
individuals who have the capability to make a significant
difference to the current and future performance of the
company

9. Globalization - Employee Mobility
Lowered trade barriers
More democratic countries
Rising skill levels of labor
More investment worldwide
Growth of MNCs
What does it Mean for HR?

10. roles of HR
PMIR
Lab Welfare
HRD
HRM
HR…………….Talent Management

11. What does it Mean for HR?
• Global war for talent will heat up
• Business leaders to look to HR for expertise
• Look to HR for people strategies to help their companies
prepare for growth
• HR professionals will come under increasing pressure to retain
and develop their top talent

12. Persona
• High Potential / Low Performance
• High Potential/Medium Performance
• High Potential/High Performance
• Medium Potential/Low Performance
• Medium Potential/Medium Performance
• Medium Potential/ High Performance
• Low Potential / Low Performance
• Low Potential/ Medium Performance
• Low Potential/ High Performance

13. Talent Management Process
• Workplace Planning
• Talent Gap Analysis
• Recruiting
• Staffing
• Education and Development
• Retention
• Talent review
• Succession planning

14. Integrating the Four Key Elements
of Talent Management
– Plan
• Attract
• Recruit
• Assess Perform
– Develop
• Retain

15. Talent Management Strategy
Comprehensive employee development system /
Individual career management
Compensation & Benefits
Performance Management system
Training and development

16. “Fueling the Talent Engine: Finding
and Keeping High Performers:
A Case Study of Yahoo Inc.,”
• how Yahoo views talent as an integrated function
that is incorporated into the company’s central
organizational strategy
• Talent management at Yahoo is observed from the
time candidates consider joining the organization
throughout their entire career and even after they
depart

17. Talent Management Practices and Strategies
• Building a deeper reservoir of successors at every level
• Creating a culture that makes employees want to stay with the
organization
• Identifying gaps in current employee and candidate competency levels
• Creating policies that encourage career growth and development
opportunities
• Identifying vacancies that will be created as the company advances and
expands
• Locating the kind of qualified professionals needed
• Rewarding top-performing employees

18. • Creating an environment where employees are excited to come to work
each day
• Aligning employees with the mission and vision of the organization
• Assessing candidates’ skills earlier in the hiring process
• Creating a culture that values employees’ work
• Creating a culture that makes individuals want to join the organization
• Creating an environment where employees’ ideas are listened to and
valued

19. Impact of Talent Management Practices and Strategies
Benefits
Creates a culture that makes individuals want to join the organization
Creates a culture that values employees’ work
Creates an environment where employees’ ideas are listened to and valued
Creates a culture that makes employees want to stay with the organization
Allows them to do their jobs well

20. Creates a culture where employees passionately believe in what they are doing
Feel empowered to make decisions without that impact their work
Creates an environment where employees are excited to come to work each day

21. Challenges Facing Talent
Person - Job - Fit
Person - Organization - Fit

22. A Look Ahead: A Future View of Talent Management
Talent Acquisition
Talent Management
Talent Retention
Talent Engagement

23. Question for reflection
• How to acquire talent
• How to manage high performance employees
• What model of motivation and engagement to be planned/
used
• What would be the Performance parameter