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Talent Management

Prof.Kalpana Sahoo

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What is it?

Talent management is the integratedprocess of ensuring that an organizationhas a continuous supply of highlyproductive individuals in the right job, atthe right time.

Rather than a one-time event, talentmanagement is a continuous process thatplans talent needs, builds an image toattract the very best, ensures that newhires are immediately productive, helpsto retain the very best, and facilitates

the continuous movement of talent towhere it can have the most impact withinthe organization.

http://www.noisythinking.com/2009/06/21/talent-management-final-project-help/69/http://newlearningplaybook.com/blog/wp-content/uploads/2008/03/growing-global-executive-talent.jpg

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3Bs of Managing Talents

Buying talents

Borrowing talents (book Knowledge)

Building talents:(Competency development,

developing empowerment skills)

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Buying talents

Sources of recruitment(campus)

Other recruitment sources

Scarcity in supply

Retention of talents

Compensation

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Teleos Model of Talent

Management

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ObservableBehavior

The Behavioural Iceberg

Com

petencies

Knowledge

Attitudes / Traits

Aptitudes

Skills

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Types of Competencies

Information and understanding needed tofulfill the responsibilities

Acquired ability or experience needed tofulfill the responsibilities

Way of thinking or behaving needed tofulfill the responsibilities

Natural ability that prepares the personto fulfill the responsibilitiesAptitudes

Attitudes

Skills

Knowledge

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Potential Appraisal

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Potential Appraisal

The process of tracking unrevealed skills andabilities in a person which even he/she isunaware of.

It is a future orientedappraisal which aims totrack the potential of the

employees to rise up in theorganizational structure.

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Objectives

To assess an individual in terms ofhighest level of work

To assist the organization in dischargingits responsibility of selecting anddeveloping managers

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POTENTIAL ATTRIBUTES

Analytical power

Creative imagination

Sense of reality

Capability of taking holistic view

Effective leadership

Conceptual,technical,commercial

&communication skills Planning & organizing ability

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Willingness

Initiatives

Result orientation

Teamwork & Team building

Subordinate development

Negotiation skills

Problem solving & decision making

Process orientation

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There are people in the organization whohave potential but who do not perform (attitudinalproblem).

Some people excel in their day to day jobs but

when laden with additional tasks, they fail(workhorses).

Then there are people who are brilliant in theirjobs and have high potential too (stars)

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Self appraisals

Peer appraisals

Superior appraisals

MBO Psychological and psychometric tests

Management games like role playing

Leadership exercises etc.

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Potential appraisal procedure

First meeting: abilities required to deliveradditional tasks

Various training and development recommended

The latter meeting can be a review (usually after 6months) to test whether the skills have beenrightly acquired or not.

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Succession Planning

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Succession Planning: Defined

Succession planning is aprocess of determining criticalroles within the company,identifying and assessing

possible successors, andproviding them with theappropriate skills andexperience for present and

future opportunities

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WHAT IS SUCCESSION

PLANNING?

Getting the right number of people with

the right skills, experiences, and

competencies in the right jobs at the

right time.

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Key issues to consider in SP

Strategic plans and future goals

Workforce requirement

Knowledge retention and critical roles

Talent management strategies

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Activities of succession

management

Identifying the shortage of leadership skills&defining the requirements

It encourages hiring from within & creates a

healthy environment. Identifying potential successors for critical

positions

Coach and groom the stars

Secure top managements commitment &

support.

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Typical activities covered by

succession planning

Determine what roles and skills are critical for the growth of thecompany

analyze and address the gaps revealed by the planning process identify and understand the developmental needs of employees to

fill those positions ensure that all key employees understand their career paths and

the roles they are being developed to fill train people for skills and positions that are not presently existingin the company

understand the time needed to backfill key roles enrich succession plans through regular executive discussion of

people and posts identify top performers in all departments and make sure that they

are engaged and satisfied to stay with you for a long period continually review and check the process of succession and

whether planned individual development has taken place

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ROLE OF ORGANISATION

CREATE A COMPELLING VISION TALK WITH EMPLOYEES TO FIND OUT

PROBLEMS

CREATE AN EMPLOYEE-FRIENDLY ENVT GET EMPLOYEES IN DECISION MAKINGPROCESS

EMPOWER THE EMPLOYEES

ENCOURAGE THE EMPLOYESS TOEXPLORE THEIR INTEREST& INNOVATIVEIDEAS.

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Link to

Business Drivers

Plan &

Prepare

Identify Leadership

Characteristics

Assess

Bench StrengthDevelop Talent

1 2 3

4 5 Identify Talent 6

Evaluate & Improve

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Cause of Failure of SP in Indian

Industries

Insecurity of managers

Managers desire to cling to a chain

Manager comes in vertically and goesout horizontally

However succession planning can beimproved through auditing.

Nestle India, LIC India (successionplanning through potential appraisal)

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LET OUR ADVANCE WORRYINGBECOME ADVANCE THINKING ANDPLANNING.

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THANK YOU