TALENT MANAGEMENT

• EVP – employee value propositwhat motivates your staff and how you can be better placed to target strategies that will keep them in your organisation.

It provides valuable feedback for use in annual reviews, talent retention, employment branding and other human resource management needs.

Consider……..

..at any one time 59% of employees will be open to working elsewhere

What is Talent Management?

Comply Automate

Measure

Align

A set of processes that allow a company to increase value provided by their human capital.

• Key processes• Goal alignment• Candidate selection• Performance management• Employee development• Rewards delivery

• Workforce is more:• Suitable• Engaged / Committed• Flexible / Adaptive• Productive

Par

Characteristics Of Good Talent Management

• Ownership and involvement• Business objectives permeate every aspect of the system • The system is measured in real business terms and results

are acted upon • Hire the right people. • Acclimate new employees • Discuss career interests with employees • Identify developmental opportunities • Identify training opportunities • Offer appropriate rewards and recognition • Help employees to advance • Create a workplace that has meaning and purpose

MANAGING TALENT EFFECTIVELY…

• Identify key roles• Take an inventory of your talent

management skills• Measure the right things• Set up a process-wide feedback

The Develop-Deploy-Connect Model

Alignment: Connecting people to work that is motivating.

Commitment: Providing coaching and mentoring. Capability: Developing critical skills to ensure success.

Building Leadership Supply

Requires an integrated Approach Which Addresses Requires an integrated Approach Which Addresses

the Following Areasthe Following Areas:

Assessing new and current

talent

Developing talent

Transitioning Talent

Acquiringtalent

Talent Management Talent Management ProcessProcess

TALENT ACQUISTIONCORE CONCEPT

• Get away from the 'fill in the box' thinking to one that is more pro-active

• And much closer to building the skill sets required to achieve business success.

• Key to success in talent acquisition is the unique way that you are able to tap into the 'top performers' who are not really looking for another job

IMPORTANCE

•Understanding workforce demographics (current and future)

•Identifying economic issues impacting organizational sustainability

•Identifying organizational and cultural issues impacting talent acquisition

•Knowledge of industry trends and emerging issues

TALENT ACQUISITION STRATEGIES

• Strengthen Your Own Direct Reports

• Establish a talent Standard… sharp difference between poor; average and excellent performance is creating a benchmark for evaluation and promotion.

• Influence People Decisions Far Down the Organization

• Drive a Simple, Probing review of Talent

• Hold Managers Accountable for the strength of their talent pools

• Poaching talent

Old Mindset

• A vague notion that “People are our most important asset”

• HR is responsible for people management• Two days succession planning• I work with the people I inherit

New Mindset

• A new conviction that talent leads to better corporate performance

• All managers are accountable• Talent managers is a central part• I take bold actions to build the talent pool I need

BALANCING INDIVIDUAL AND ORGANIZATIONAL NEEDS

THE CHANGING CAREER PARADIGMS

OLD PARADIGMS• Job Security• Longitudinal Career Paths• Job/Person Fit• Organizational Loyalty• Career Success• Academic Degree• Position/Title• Full-Time Employment• Retirement• Single Jobs/Careers• Change in jobs based on

fear• Promotion highly tenure

based

NEW PARADIGMS• Employability Security• Alternate Career Paths• Person/Organization Fit• Job/Task Loyalty• Work/Family Balance• Continuous Relearning• Competencies/Development• Contract Employment• Career Sabbaticals• Multiple Jobs/Careers• Change in jobs based on

growth• Promotion highly

performance based

THE PSYCHOLOGICAL CONTRACT

The overall set of expectations held by an individual with respect to what he or she will contribute to the organization and what the organization will provide in return.

Contributions fromthe Individual• Effort• Ability• Loyalty• Skills• Time• Competencies

Inducements fromthe Organization• Pay• Job security• Benefits• Career opportunities• Status• Promotion opportunities

The Road Ahead..

Its Only The Strategy That Will Matter….