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STRATEGIC TALENT MANAGEMENT

WHAT IS TALENT MANAGEMENT?Talent Management is about identifying, attracting, integrating,

developing, motivating and retaining key people across the whole of the business, not just the ‘elite few’ decision-makers, as is so commonly the case.

TM introduced by Mc Kinsey consultants, late 1990’s

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Why Organizations Need Talent Development?

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• To compete effectively in a complex and dynamic environment to achieve sustainable growth

• To develop leaders for tomorrow from within an organization• To maximize employee performance as a unique source of

competitive advantage • To empower employees:

Cut down on high turnover ratesReduce the cost of constantly hiring new people to train

TALENT MANAGEMENT FRAMEWORK

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THE FOUR PILLARS OF TALENT MANAGEMENT

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Talent Metrics

• Segmented turnover data• Readiness levels for key positions• Segmented engagement levels• Number of strategic/critical jobs unfilled• Percentage of inside vs. outside hires for

leadership and critical jobs

Contributing Measures

• Quality of incoming candidates• Quality of hire• Segmented turnover within first two years• Time to proficiency in new job• Depth of talent pools for key and feeder

positions• Number of people promoted outside of

department• Percentage of first choice hires accepting

COMPETENCY BASED HRM

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Individual Performance Element

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CBHRM Career Planning

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Career Planning Flow

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TALENT PLANNING & DEPLOYMENT

KEY POSITION MAPPING

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What is a critical skill?

• A critical skill is one that, if not present, results in a task not being completed satisfactorily, if at all.

• The lack of a critical skill causes problems, but the possession of it allows work to continue.

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Analysis and data collection

• Develop job profiles and identify critical skills needed for the job role

• Conduct an inventory of current skills

• Identify employees’ competencies and skill levels

TALENT ACQUISTITION

Talent Acquisition Operational Workflow

Requisition Process

Sourcing

Application Process

Screening and Interviewing

Employment Offers Notification ofNon-selection

Diference Between Recruitment & Talent Acquisition

• The easy part of the answer is to define “recruiting”. It is nothing more than filling open positions. It is an entirely tactical event.

• Strategic Talent Acquisition takes a long-term view of not only filling positions today, but using the candidates that come out of a recruiting campaign as a means to fill similar positions in the future.

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In-source vs Outsource

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Acquisition Workflow

1. Requisition process.2. Sourcing.3. Application process.4. Screening and interviewing.5. Acquisition.6. Employment offers.

PERFORMANCE MANAGEMENT

ELEMENTS OF PERFORMANCE MANAGEMENT

• Reliable measures • Clear goals • Performance monitoring • Rewards and recognition • Initiatives and corrective actions

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PERFORMANCE MANAGEMENT PROCESSES

IDENTIFYING AND ASSESSING HIGH- POTENTIAL TALENT

Defining High Potential Talent

• high-potential employee is one who has been identified as having the potential, ability, and aspiration to hold successive leadership positions in an organization

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Identify High Potentials

• Step 1: Plan for the future. • Step 2: Define high-potential criteria• Step 3: Make the high-potential criteria

measureable. • Step 4: Identify high-potential candidates.

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Identify High PotentialsCharles DarwinJanis JoplinStanley Kubrick

Gene SiskelThomas Jefferson

Albert Einstein

Louis PasteurHenry FordJohn Kennedy

Natalie WoodMarie CurieHelen Keller

Mary CassattNeil Armstrong

James DeanBruce Lee

Marilyn MonroeKatie CouricJohnny Carson

Charlie ChaplinWinston ChurchillNapoleon Bonaparte

Past Performance

Gro

wth

Pot

entia

l

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ASSESSMENT TOOLKIT TO IDENTIFY HIGH POTENTIAL EMPLOYEE

How can organizations assess existing staff to track high potentialsand ensure new hires meet the future needs of the business?

Assessment:• Online Psychometric Assessments• Leadership/Management Assessment Batteries • Assessment and Development Centers• 360 degree feedback surveys and business assessments • Competency model profiling, behavioral based interviews,

multi-rater assessment tools

LEADERSHIP DEVELOPMENT PROGRAM

Leadership Development Program

The Leadership Development Program (LDP)® develops leaders who are capable of bridging levels and functions in the organisation, leading other managers and turning strategy into action.

LEADERSHIP COMPETENCY MODEL

Implementation Leadership Development Program

MENTORING AND COACHING FOR DEVELOPMENT

MENTORINGThe knowledge, advice, and resources a mentor shares depend

on the format and goals of a specific mentoring relationship. A mentor may share with a mentee (or protege) information

about his or her own career path, as well as provide guidance, motivation, emotional support, and role modeling

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COACHING

Coaching is training or development in which a person called a coach supports a learner in achieving a specific personal or professional goal.

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SUCCESSION PLANNING

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Assessment ofKey Positions Identification of

Key Talent

Assessment ofKey Talent

Generation ofDevelopment Plans

DevelopmentMonitoring & Review

KeyElements

Succession Planning Process

Elements of an Effective Succession Management Process*

1.Individual

CareerPlanning andDevelopment

2.SuccessionPlanningAnalyses

3.Group

Discussionand Review

RETENTION STRATEGY

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Employee retention, a set of actions designed to keep good employees once they have been hired.

The Reality Of "Managing Expectations" Revolves Around 3 Simple Principles:

1. Managers communicate their expectations consciously and unconsciously.2. Employees consciously and unconsciously understand these expectations.3. Employees perform in ways that are consistent with their manager's expectations.

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DEVELOPING RETENTION PLANNING

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STAGES OF RETENTION STRATEGY

KEEPING IS CHEAPER THAN REPLACING

• Direct Costs of Replacement• Paperwork/Time Exit Interview • Recruiting Replacement • Interview/Select New Employee • On boarding New Employee • Training New Employee• Depending on the complexity of the job, this process can

take at least 3-6 months in most cases.

TOP 10 LOW & NO CO$T EMPLOYEE RETENTION

1. Hire the Right Person 2. Open & Effective Communication3. Clear Expectations4. Outstanding Feedback & Recognition 5. Treat People with Respect 6. Share Training Responsibility 7. Have Fun 8. Promote Work/Life Balance 9. Demonstrate Corporate Social Responsibility10. Utilize Connection & Exit interviews

THANK YOU

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