Date post: | 08-Apr-2018 |
Category: |
Documents |
Upload: | jayakkhushi |
View: | 223 times |
Download: | 0 times |
of 18
8/7/2019 Talent Mgmnt 135
1/18
MANAGEMENT DEVELOPMENT
TALENT
MANAGEMENT
8/7/2019 Talent Mgmnt 135
2/18
What is Talent Management? It is a process of managing aptitude, abilities
& skills of a person or an employee for his
personal as well as organizational
development. The word managing means identifying the
competencies required and present; doing
Gap analysis & finding training needs, &
sketching overall career path for theemployee.
It also means developing certain skills in an
employee & sketching his career path.
8/7/2019 Talent Mgmnt 135
3/18
Talent Management
also means.Creating OrganizationalExcellence by Identifying,Developing, and PositioningYour Best People
8/7/2019 Talent Mgmnt 135
4/18
Talent
Management
Results into.
1. A performance-oriented culture.
2. Low turnover (especially inpremium employee groups).
3. High levels of employee
satisfaction.4. A cadre of qualified replacements.
5. Effective investment in employeecompensation and development.
8/7/2019 Talent Mgmnt 135
5/18
Career Planning Devising an organizational
system of career movementand growth opportunities from
the point of entry of anindividual in employment tothe point of his retirement
A management technique formapping out the entire careerof young employees in higherskilled, supervisory and
managerial positions.
8/7/2019 Talent Mgmnt 135
6/18
Career Planning Process& Activities
1. Preparation of Personnel Inventory of
the Organization.
2. Building career paths or ladders for
various categories of employees
3. Locating or identifying employees with
necessary potential for career
planning:4. Formulation and Implementation of
Training and Development Plans and
Programmes
8/7/2019 Talent Mgmnt 135
7/18
Process Contd
5. Maintaining agebalance while
taking employeesup the career path.
6. Review of career
development Plans
in action.
8/7/2019 Talent Mgmnt 135
8/18
8/7/2019 Talent Mgmnt 135
9/18
Five types of TalentAnchors
1. Managerial Competence: capacity to takeresponsibility, ability to influence & takecontrol & skills in problem solving.
2. Technical-Functional competence:functional work, remain experts rather thanbecome managers.
3. Search for security: more attached to
organization or a location than a work.4. Desire for creating and developing
something new
5. Freedom of Independence.
8/7/2019 Talent Mgmnt 135
10/18
Career DevelopmentalCycle
Exploratory
Stage
Establishment
Stage
Maintenance
Stage
Stage of Decline
8/7/2019 Talent Mgmnt 135
11/18
Talent Identification
Most important aspect of
Talent Management is
identifying talent in an
employee or anindividual.
This is the first and themost crucial step in the
entire process.
8/7/2019 Talent Mgmnt 135
12/18
Talent IdentificationTools
Simulation: employees are exposed tohypothetically real life situations. This testreveals abilities of persons with high
predictive validity since they perform on jobtasks. Eg. In-basket exercises & role play.
Job-Knowledge Tests: measures the levelof knowledge a person possesses in the
given area/field. These are based upon jobanalysis reports.
Personality Tests: this is used to identify thepersonality characteristics. Generalbehaviour & overall attitude.
8/7/2019 Talent Mgmnt 135
13/18
Tools contd Skill Inventory Tests: to understand the
areas of interest of a person, this method isused.
Cognitive Aptitude Tests: these are used to
determine reasoning abilities, memory andnumerical n linguistic competencies.
Eg. Employment & competitive tests whichare conducted during recruitment.
Psychomotor abilities tests: these areused to measure dexterity & coordinationabilities. Depending upon the jobrequirement, the tests are designed.
8/7/2019 Talent Mgmnt 135
14/18
CompetencyPart of
Talent Management Competencies are defined as knowledge,
skills, attributes, and behavioral traits
required for individual and organizationalsuccess.
Competencies can relate directly to an
individuals success in a particular job family
that involves demonstrating knowledge in atechnical, professional, occupational,
vocational, or process area.
8/7/2019 Talent Mgmnt 135
15/18
Competency Model
CORE COMPETENCIES MODEL.
JOB FAMILY SPECIFIC COMPETENCY
MODELS.
CLERICAL/SUPPORT/STAFF/PARAPROFESSIONAL COMPETENCY MODEL.
RESEARCH/TECHNICAL
COMPETENCY MODEL
ADMINISTRATIVE/PROFESSIONALCOMPETENCY MODEL
SUPERVISORY COMPETENCY MODEL
8/7/2019 Talent Mgmnt 135
16/18
Why Talent
Management ?? Identify, select, and cultivate
"Superkeepers"the employees your
organization can notafford to lose. Locate and develop highly qualified
backups for key positions, which are
critical to organizational continuity. Allocate resources to employees based on
actual and/or potential contribution to
organizational excellence.
8/7/2019 Talent Mgmnt 135
17/18
Tips For Better Talent
Management Effective talent
management starts at thetop.
Strategic talentmanagement will impactprofits.
Retention of top talent canboost cost savings.
Understanding the needsof your talent pool is keyto retention.
8/7/2019 Talent Mgmnt 135
18/18
Thank You !!!