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ENSURING THE TALENT IN
AN ORGANIZATION
Presented By
Abhishek Triphati
Chakshu Goel
Naveen Keswani
Ranjit Singh
Vipul Mittal
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INTRODUCTION ´ Today HR is expected to identify potential talent and also
comprehend, conceptualize and implement relevant
strategies to contribute effectively to achieve organizational
objectives.
´ Hence a serious concern of every HR manager in order to survive the µWar f or Talent¶, is to fight against - a limited
and diminishing pool of qualified available candidates to
replace with valuable employees when they leave.
´ Talent management of knowledge workers and managers isof strategic importance in an organization
´ Organizations are facing severe difficulties recruiting and
retaining the necessary talent to support global operations.
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´ India has become the outsourcing capital of the world
and this has created its own set of HR challenges.
India¶s biggest pr oblem is that qualified graduates are
becoming scarce.
´
Despite the large po
pulation, the supply
of talentedpool of candidates cannot keep up with the sharply
increased demand.
´ Here The Question Arises :-So, do we have the
right talent within to attract and retain the bestavailable talent?
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THE TALENT ² PARADIGM
Talent
Acquisition
Talent
Development
Talent
Management
Talent Retention
HR Planning
Audits
Policies
LeadershipDevelopment
Capability
Management
Organization
Development
Learning
PerformanceManagement
Rewards &
Recognitions
Career Development
Employee Engagement
Branding
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VARIOUS VARIABLES FACTORS
Intrinsic rewards
´ Based on positively valued experiences that a person gets fr om doing
their work tasks.
´ Intrinsic motivation supports f our intrinsic rewards:
1:Experiencing work 2: Meaningfulness choice
3: Pr ogresas 4:Competence
Pride in the organization
´ Good Corporate reputation can increases the current employees:
Motivation
Morale
Satisfaction to their job
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CONT«
Manager support. Mentor- Mentee Relationship helps in subjective outcomes such as-
Career Satisfaction & Expectation f or advancement.
Indian work culture require transf or mational leadership which means itdirectly affects state engagement.
Performance management practices
A good perf or mance management system ensures that the talented poolof individual work efficiently & experience challenge.
The employee attrition was linked to perception of poor PM system.
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CONTD«
Extrinsic rewards: Hygiene factors
´ Satisfaction with compensation
´ Company benefits
´ Company location.
Hygiene factors tend to result in an increase in intrinsic motivation
when they were expected and linked to a set of standards.
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TOP 5 DR IVERS OF EMPLOYEE RETENTIONTOP 5 DR IVERS OF EMPLOYEE RETENTION
´ The amount of joy at work
´ Opportunities f or career development
´ Feeling Of Accomplishment
´ Employment Security
´ Sense of confidence about the future of their current
employer
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LIMITATIONS
´ Potential Bias
´ Non Response Bias
´ Research only in India
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RECOMMENDATIONS
´ Organizationsmust have meaningful descriptions of thecapabilities (skills, behaviors, abilities and knowledge) requiredthr oughout the organization.
´ Organizationsmust be able to relate those skills and capabilities to
a r o
leo
r a center o
f dem
and, such as a jo
b po
sitio
n, pr o
jecto
r leadership r ole.
´ Talent management pr ocesses must create a comprehensive pr ofileof their talent. They must be able to track meaningful talent relatedinf or mation about all of their people - employees, contractors, or candidates.
´ The organization should identify the crucial talent initiative to attract and retain the employee. They should know which talentmanagement elements can have the greatest impact on thebusiness and theref ore pr ovide a better basis f or prioritization andimplementation.