Final talent management

Talent Management “the

line of attack” for retaining

employees

Presented by

Aumaima Zamin

Introduction

Replacing workers – is

expensive.

Losing knowledge is

expensive.

Lose/lose situation- low

productivity, low

motivation.

Employee retention matters

because it costs!

What is Talent Management?

“Talent management is the

integration of HR processes to

define, develop, deploy and

connect employees in a

organization”

Analysis and Findings

0% 20% 40% 60% 80% 100%

Pay dissatisfaction

Lack of Job-fit

Poor relation with supervisor

Lack of challenging tasks

Lack of growth opportunities

Strongly Disagree Disagree Moderate Agree Strongly Agree

Reason of leaving last job

What has changed on the Employee

side?

What do they want?

0% 20% 40% 60% 80% 100%

Cross-functional Assignments

Internal mobility

High-performers as "talented"

Mentoring & Coaching

Social networks

Transparency in disclosing

Employees as mobile investors

Strongly Disagree Disagree Moderate Agree Strongly Agree

Conclusion &

Recommendation

Build & develop employees from

inside rather than relying on outside

sources

From SOMEONE to THE

ONE

The “Boss” is the key factor in retaining

individuals and to build a nurturing work

place.

A “Boss” who “mentor” and “coach”.

Organization’s transparency help employees

to feel secure about their future. They feel that

they are being recognized.

Therefore, “Transparency” is a pre-requisite.

Whole workforce approach rather than

focusing only on top performers.

Pay dissatisfaction is NOT the foremost

reason for leaving.

Cross-functional Assignments help to learn

new things.

Internal mobility is NOT a career limiter.

Reviving mindset

Thanks a lot!