46
Workshop on Talent management AY 2015-16

Workshop on talent management

Embed Size (px)

Citation preview

Page 1: Workshop on talent management

Workshop on Talent managementAY 2015-16

Page 2: Workshop on talent management

What is talent?

• In sport?• In Entertainment?• In Business? • In Politics?

Page 3: Workshop on talent management

• Why do people work for organizations? What does it mean for employees to work “ here”

Page 4: Workshop on talent management

Part I

•SOME STATISTICS

Page 5: Workshop on talent management

Today’s Employees---

• Want a voice• Want to balance life and work• Are opportunity seeking• Are averse to transactional work activities• Want to know what is going on• Want freedom of choice

Page 6: Workshop on talent management

New realities in today’s workforce

• 25% global workforce looking for their next work• 45% talking to recruiters for their next job• 12% actively looking for a job• 13%casually looking a few times a week• 15 % talking to their networks• In India- 42% actively searching for new jobs.

Page 7: Workshop on talent management

Satisfaction levels

• 27% of employees are very satisfied• 45% are somewhat satisfied• 14% are neutral• 10% are somewhat dissatisfied• 4% are very dissatisfied

• Is satisfaction a guarantee of loyalty??

Page 8: Workshop on talent management

Most important factors in seeking or considering a job

• Greater opportunities for advancement• Better compensation and benefits• More challenging work• Better fit for skill sets• More learning opportunities

Page 9: Workshop on talent management

Other important factors

• Improved job title• Better office location• Equation with current team• Relationship with manager• Personal reasons

Page 10: Workshop on talent management

Factors influencing choice of company

• Company has a reputation as a great place to work in

• Reputation for great products and services• Reputation for great people• Reputation for being prestigious

Page 11: Workshop on talent management

An engaged employee---

• Is passionate about what he does• Constantly learns and grows at work• Comfortable promoting himself and his ideas at work• Very career focused• Actively seeks information that helps him fit better at his

job.

Page 12: Workshop on talent management

Top professionals----

• Engage in professional networking• Research ways to update skills and improve career path• Research new career opportunities• Apply for new job with current employer• consider starting new business/ venture

Page 13: Workshop on talent management

Implications for HR team

• Active engagement with prospective / current employees• Invest in strengthening talent brand• Take local attitudes into account• Don’t get complacent about current employees• Don’t sell a position on compensation and title alone• Don’t get put off by passive candidates

Page 14: Workshop on talent management

Source- Linkedin Global workforce survey 2014

Page 15: Workshop on talent management

PART II

•TALENT MANAGEMENT INPERATIVES

Page 16: Workshop on talent management

Systems Thinking

Mental Models

Personal mastery

Team learning

Shared Vision

The Five Disciplines of a Learning Organization

Peter Senge’s “ The Fifth Discipline”

Page 17: Workshop on talent management

SYSTEMS OVERVIEW

• BUSINESS STRATEGY• HR STRATEGY ALIGNED WITH BUSINESS STRATEGY• INTEGRATED BUSINESS AND HUMAN RESOURCES

PLANNING• MANPOWER GAPS AND NEEDS• STRATEGY ADOPTED TO CURRENT GAPS AND

NEEDS• FUTURE NEEDS• MANPOWER PLANNING TO MEET FUTURE NEEDS• SUCCESSION MANAGEMENT

Page 18: Workshop on talent management

WHAT ARE THE CHARACTERISTICS OF A TALENTED WORKFORCE?Is talent upwardly mobile? Why?

Page 19: Workshop on talent management

Categories of employees

• Super keeper• Keeper• Solid citizen• Misfit

Page 20: Workshop on talent management

Talent management

• Organizations commitment to recruit, retain and develop the most talented and superior employees in the job market

• The development and integration of HR processes that attract, develop, engage and retain the knowledge, skills and abilities of employees that will meet current and future business needs business needs.

Page 21: Workshop on talent management

Building Blocks Of Talent management

• Block #1- Competencies• Block #2- Performance management• Block #3- Evaluating Employee Potential• Block #4- Recruiting Superkeepers

Page 22: Workshop on talent management
Page 23: Workshop on talent management

#1 COMPETENCIES

Page 24: Workshop on talent management

Competency- what is it?

• A job competency is an underlying characteristic of a person, in that it may be a motive, a trait, a skill, an aspect of one’s self- image or social role, or a body of knowledge which he or she uses- Boyatzis 1982

Page 25: Workshop on talent management

Competency Titles

• Action orientation• Leadership• Communications• Creativity/ innovation• Critical judgment• Customer orientation• Planning and organizing• decision making• Influencing• Managing relationships

Page 26: Workshop on talent management

Competency attributes

• Action orientation- targets and achieves results, overcomes obstacles, accepts responsibility, establishes standards, creates a result oriented environment and follows through on actions.

• Planning and organizing- achieves results through detailed planning and organization of people and resources to meet goals, targets and objectives within agreed time scales.

Page 27: Workshop on talent management

Competency framework

• Collection of clusters across levels, which include competencies and behavioral indicators- may be detailed or generic

Page 28: Workshop on talent management

Competency cluster

• Collection of closely related competencies, usually three to five per cluster. These competencies relate to

• Thinking• Acting• interacting

Page 29: Workshop on talent management

Competency cluster- working with people

Managing relationships• L1- builds relationships internally• L2- Builds relationships externally• L3- maintains external networks

Page 30: Workshop on talent management

CC- working with people

Teamwork• L1- is a team member• L2- Supports team members• L3- provides direction to the team

Page 31: Workshop on talent management

Org culture

sourcing

attracting

selecting

onboarding

integrating

developing

engaging

retaining

promoting

Talent management cycle

Page 32: Workshop on talent management
Page 33: Workshop on talent management

Stages of the Talent management Process

ENTRY• Recruitment• Selection• Orientation• Placement

RETENTIONCultureImmediate managerInvolvementPerson- environment fit

Page 34: Workshop on talent management

DEVELOPMENT• Competency Assessment• Development Opportunities• Mentoring• Challenges

PERFORMANCE• Role Clarity• Performance Agreement• Feedback• Recognition and Reward

Page 35: Workshop on talent management

Entry

• Anticipation of future workforce needs• Efficient recruitment programmes using various media/

sources• Testing systems• Employee referral• Orientation and onboarding

Page 36: Workshop on talent management

Four Steps to the Talent management process

Step 1- Develop assessment tools and scales

• Competency definition and measurement scale• Performance appraisal definition and measurement

scale• Talent potential forecast and measurement scale• Apply measurement scale to each job

Step 2- Develop Training and Development Application Tools• Coaching Guide• Assemble directory of best training programmes , top

books

Page 37: Workshop on talent management

Step 3- Evaluate each employee using assessment tools

Step 4- Prepare action reports• Create bench strength summary• Create Individual talent competency development forms

Page 38: Workshop on talent management

List of Competencies

• Action Orientation• Communication• Creativity/ Innovation• Critical Judgment• Customer Orientation• Interpersonal Skill• Leadership• Teamwork• Technical/ Functional Expertise

Page 39: Workshop on talent management

Talent management Strategies

• Coaching for retention• Outsourcing and outsourcers• Succession planning• Developing leadership through competencies• Employment branding strategies

Page 40: Workshop on talent management

Challenges in Talent management

• Plateaued Careers• Glass ceilings• Retirement/ Transition Planning• Outplacement Programmes

Page 41: Workshop on talent management

Selection and Hiring

Page 42: Workshop on talent management

What Appeals and Engages

• Autonomy• Entrepreneurial opportunities• Creative opportunities• Stimulating Tasks• Fair predictable rewards• Concrete compensations/benefits/retirement packages• Stability• Structure and routine• Opportunities to gain competence• Flexibility• Freedom of choice• Recognition

Page 43: Workshop on talent management

Identify---

• STRATEGICALLY IMPORTANT A POSITIONS• SUPPORTING B POSITIONS• SURPLUS C POSITIONS

Page 44: Workshop on talent management

FOCUS ON---

• IDENTIFYING A PLAYERS TO FILL A POSITIONS• MAINTAINING B POSITIONS• OUTSOURCING OR ELIMINATING C POSITIONS

Page 45: Workshop on talent management

MANAGING A POSITIONS

• ESTABLISH STRATEGIC SIGNIFICANCE OF THE POSITIONS

• VARIABILITY OF THE PERFORMANCE OF PEOPLE CURRENTLY IN THE JOB.

• ESTABLISH HOW MUCH VALUE A POSITION CREATES FOR THE COMPANY

• DISPROPORTIONATE LEVEL OF INVESTMENT IN THE POSITION

• MANAGE B AND C POSITIONS SIMULTANEOUSLY

Page 46: Workshop on talent management

Succession planning

• No reservations about succession• Integration with company’s MDPs• Importance of immersion• Integrate succession planning with company’s talent

development• Leadership development is a line and board responsibility.• Expose future leaders to the full range of company

operations• Stakeholder buy- in for leadership programmes