DESIGNING THE MANAGERIAL JOB. Talent consists of those individuals who can make a difference to organisational performance, either through their immediate

UNIT -- II

DESIGNING THE MANAGERIAL JOB

DEFINING TALENT

Talent consists of those individuals who can make a difference to organisational performance, either through their immediate contribution or in the longer term by demonstrating the highest levels of potential’According to McKinsey, talent is the sum of

a person’s abilities, his or her intrinsic gifts, skills, knowledge, experience , intelligence, judgment, attitude, character, drive, his or her ability to learn and grow

According to Kanodia.et.al “Managerial talent is the ability to organize, supervise and, in general, manage the various inputs needed for investment and production.

FEATURES OF MANAGERIAL TALENT:Various features of managerial talent are as follows:1) Ingredient of Innovation Talent: Innovators are distinguished by an excellent ability for implementing their new

ideas in the form of new products, processes or services.

Innovators should be also good in managing people. So this type of managing talent forms an ingredient for managerial talent.

FEATURES OF MANAGERIAL TALENT

2) Essential for Organizational Structure: Managerial talent is required for organizational success. Managers provide the

communication linkage among organizational components to make it possible for co ordinate action to take place.

3) Hard to Imitate: Top managerial talent are hard to imitate unless they are hired away by

competitor firm.

IDENTIFYING MANAGERIAL TALENT Talent identification is important in business which will make the employees feel

appreciated and may help in retaining the employee in the company. No reward is better than letting an employee know they are valuable and their unique

contributions to the company have been recognized. Once the talent is identified, it is good to divide each level of talent in to groups

such as employees, lower management, middle management, upper management, those with higher potential and list the other positions within the company. Each employees can be put in to various category according to their potential.

METHODS OF IDENTIFYING MANAGERIAL TALENT: Methods of identifying talent are as follows: 1)Traditional Method: Managers represent a highly selected sample of individuals in terms of

performance on

METHODS OF IDENTIFYING MANAGERIAL TALENT:

IQ and IQ related employment test. Such tests are not used often by managers and this test serve as a gateway for admission of undergraduate school and to graduate programme. Grade point,Class rank etc helps to measure the abilities of the person in traditional way and helps to decide to whom to admit to college Eg. MBA program

Advantages of Traditional Test:a)The tests are easy to administerb) Require little time to take and to scorec) The tests represents a common standard with which to evaluate

individuals. A common standard is useful because it is difficult to compare the academic performance or managerial performance of two individuals whose schools or jobs different in important ways.

Disadvantages of Traditional Test: a) Such are not predictive of managerial success b) Since sample are taken it may not give the exact results. c) Poor predictability may also mislead in measuring the abilities

of the employees correctly


2) Interviews: Structured interviews by skilled interviewers can be helpful in

identifying and assessing managerial talent. That means designing relevant questions in advance, asking the same questions to all applicants, and evaluating responses on a behaviorally anchored response key. However, structured interviews alone are not sufficient to accurately identify top performers.

Advantages of Interviews: - Flexibility in subject matter - Interview questions can be made of specific interest of the

employees - Since a sample of interviewees has been taken it may give

some interpersonal behaviour in briefDisadvantages of Interviews: - Difficulty in deciding what questions to ask and the standards

for judging others - Difficulty in judging reliability - People intentionally pretend to be good.


SIMULATIONS:

Simulation is the process of designing a model of real system and conducting experiment with this model for the purpose either of understanding the behaviourof the system or of evaluating various strategies(within the limits of criteria imposed)for the operation of the system.

Advantages of Simulation: The tests are very similar to the criterion to be predicted – managerial

performance They assess what an individual actually can do instead of what an

individual knows to do It permits a degree of control that cannot be obtained by merely

observing individuals on the job.Disadvantages of Simulation: It is costly not only in terms of money but also in time and in training

requirements It can be difficult to decide just what to simulate because of the

inefficiency of the approach allows one to stimulate only a few situations

It is also difficult to decide on criteria to use in judging performance Because examiners are aware that the simulation is a test that may


PERFORMANCE APPRAISAL

The process by which a manager or consultant (1) examines and evaluates an employee's work behavior by comparing it with preset standards, (2) documents the results of the comparison, and (3) uses the results to provide feedback to the employee to show where improvements are needed and why. Performance appraisals are employed to determine who needs what training, and who will be promoted, demoted, retained, or fired.

Advantages of Performance Appraisal They provide a document of employee performance over a

specific period of time. They provide a structure where a manager can meet and

discuss performance with an employee. They allow a manager the opportunity to provide the employee

with feedback about their performance and discuss how well the employee goals were accomplished.

They provide a structured process for an employee to clarify expectations and discuss issues with their manager.

.

METHODS OF IDENTIFYING MANAGERIAL TALENTThey provide a structure for thinking through and planning the

upcoming year and developing employee goals. They can motivate employees if supported by a good merit

increase and compensation system.

Disadvantages of performance appraisal: If not done right, they can create a negative experience. Performance appraisals are very time consuming and can be

overwhelming to managers with many employees. They are based on human assessment and are subject to rater

errors and biases. Can be a waste of time if not done appropriately. They can create a very stressful environment for

everyone involved.

STRATEGIES TO RETAIN MANAGERIAL TALENT:

1)Competitive pay and long-term incentives – Pay should be competitive to prevent people from leaving the organization to earn more elsewhere. Long-term incentives such as stock options or vacation days or other benefits increasing over time can encourage people to couple their careers and personal goals with a long-term commitment to your organization.

2) Career Planning – To retain up-and-coming talented people, an organization has to provide them with genuine opportunities for advancement.

3) Flexible working arrangements – When working arrangements are inflexible and fixed, the options available to people are circumscribed – forcing them to choose between staying with or leaving an organization.

4) Talent Culture: Employees need to derive satisfaction from their work, feel respected, and be physically comfortable. Managers need to monitor these levels of satisfaction so they can forestall problems before people leave an organization. Positive work environment is a key factor to retain talent

5) Job Design: Organization should make jobs more empowering,challenging and interesting with a view to enhance individual learning, performance and job satisfaction. Such measures results in empowering employees productivity


and contribution to the organization.6)Equal Opportunity Practices: Organizations with

transparent,fair and non discriminatory practices are more effective in retaining their employees.

Many times talented employees leave their organization for want of perceived fairness, compensation, rewards

7) Sound Recognition Programme: It is well accepted that money as a motivation has a boundary

line. Therefore, a recognition system plays an increasing role in retaining employees. Organization should establish and administer various recognition programmes encompassing professional, personal and social activities of employees such as employee if the month award, best employee of the year award, best sportsmen, star performance award etc. Recognition of personal and team achievements helps in boosting the morale and motivation of employees and and enhances their commitment towards their jobs and organization.

8)Personal Development Plans: Individual investment in terms of training,education and

development of employees results in value addition to employee’s skills and competences and

STRATEGIES TO RETAIN MANAGERIAL TALENT: And improve the confidence and commitment towards

organizational goals and objectives. It also helps in improving career prospects of the

employees in the organization and they are able to visualize their future in the organization

9)Sound Socialization Practices: These practices help integrating newcomers into the organization.

A good socialization experience goes a long way in providing organizational information, job demands, performance expectations, relationship building and high personal motivation. Socialization ensures a tight fit between the employee’s goals and aspirations and organizational culture and values.

Effective socialization helps in acclimatization of new employee on a long term basis

10) Quality of work life programmes: With globalization the competitive pressure of business have

affected job holders. Employees are now increasingly required to put long hours of work which has enhanced stress and tension. Many families today has dual income individuals and with increasing job related stress , therefore quality of work life programmes ,influence employee retention. Organization should offer the facilities like maternity benefit and child care, personal and professional counselling, stress coping programmes etc.


11) Participative Management: Participative Management give employees a sense of

ownership,self worth and satisfactio. This requires organization to improve open and interactive communication between and across various level of the organization

12) Performance Management Systems: This help employees to set their work priorities and targets in

line with their manager and seek meaningful feedback form their managers on regular basis with a view to improve performance,

13) Knowledge Transfer: Organization that are characterized with free flow of knowledge

across the different levels of the organization are more likely to retain the employees. Knowledge sharing can occur through formal training and development programmes and e-learning tools.

Continuous training and education of employees is important for bringing about continuous improvement in employees skills and knowledge.

14) Employer Branding: It influences employee recruitment as well as employee

retention as it acts as a lever for attracting the best employees and keeping satisfied employees with

STRATEGIES TO RETAIN MANAGERIAL TALENTLower attrition rates.

Documents

DESIGNING THE MANAGERIAL JOB. Talent consists of those individuals who can make a difference to organisational performance, either through their immediate