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Talent ManagementTalent Management
Developing Tomorrows Leaders
Nadia McCalla
APPL 647
Fall 2007
What is Talent?
• Special skill or ability
• A capacity for achievement or
success
• A core group of leaders and key
contributors (Workforce Management)
Defining Talent
Percentage of HR executives reporting groups they consider to be "talent," 2006
• Senior leadership 86% • Midlevel employees with
leadership potential 82%• Key contributors/technical experts 76%• Entry-level employees with
leadership potential 48%
Note: Survey of HR executives at 250 North American midsize and large organizations. Source: Towers Perrin (www.towersperrin.com/hrservices)
What is Talent What is Talent Management?Management?
A set of business practices that
manage planning, acquisition,
development, retention and
advancement of talent in order to
achieve business goals and optimize
performance
What is Talent Management?Involves:• Recruitment & Selection
− Knowledge, Skills, and Abilities
• Employee Development & Training− Improve skills and broaden knowledge
• Performance Management− Provide feedback for improvement
• Compensation & Benefits− Rewarding employees to meet financial needs
• Succession Planning− Tomorrows leaders
How to Identify TALENT
Take a Talent Inventory−What are the key positions −Needed competencies
• Knowledge, skills, abilities,• Attitudes and attributes
−Identify high potential & high performing employees
Succession Planning
Begin Succession Planning:−Who are potential successors−Identify competency gaps−Have a development plan−Develop recruitment plans
Development PlanningEmployee development plan:
• Formal Training− Perform current jobs more effectively.− Next job in the career ladder.− Job in a different discipline
• Mentoring− Additional skills and resources− orient new hires and enables them to function more
productively sooner
• Leadership Development• Job Rotation
Activity #1
Distinguish between:
Core Competencies & Role Specific Competencies
How to Identify TALENT
Take a Talent Inventory−What are the key positions −Needed competencies
• Knowledge, skills, abilities,• Attitudes and attributes
−Identify high potential & high performing employees
Activity #2
1. Identify a potential successor for the HR Manager position.
2. Formulate a Development plan for that individual
• What development strategies would you suggest to prepare this individual for their up coming new role
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