Workshop on Talent Management
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How do you manage talent in organizations??
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Workshop on Talent Management
- 3. 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
- 4. 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.
- 5. 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??
- 6. 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
- 7. Other important factors • Improved job title • Better office location • Equation with current team • Relationship with manager • Personal reasons
- 8. 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
- 9. 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.
- 10. 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
- 11. 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
- 12. Source- Linkedin Global workforce survey 2014
- 14. Systems Thinking Mental Models Personal mastery Team learning Shared Vision The Five Disciplines of a Learning Organization Peter Senge’s “ The Fifth Discipline”
- 15. WHAT ARE THE CHARACTERISTICS OF A TALENTED WORKFORCE? Is talent upwardly mobile? Why?
- 16. Categories of employees • Super keeper • Keeper • Solid citizen • Misfit
- 17. 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.
- 20. Stages of the Talent management Process ENTRY • Recruitment • Selection • Orientation • Placement RETENTION Culture Immediate manager Involvement Person- environment fit
- 21. DEVELOPMENT • Competency Assessment • Development Opportunities • Mentoring • Challenges PERFORMANCE • Role Clarity • Performance Agreement • Feedback • Recognition and Reward
- 22. Entry • Anticipation of future workforce needs • Efficient recruitment programmes using various media/ sources • Testing systems • Employee referral • Orientation and onboarding
- 23. Retention • Norms and values • 0
- 24. 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
- 25. Step 3- Evaluate each employee using assessment tools Step 4- Prepare action reports • Create bench strength summary • Create Individual talent competency development forms
- 26. List of Competencies • Action Orientation • Communication • Creativity/ Innovation • Critical Judgment • Customer Orientation • Interpersonal Skill • Leadership • Teamwork • Technical/ Functional Expertise
- 27. Talent management Strategies • Coaching for retention • Outsourcing and outsourcers • Succession planning • Developing leadership through competencies • Employment branding strategies
- 28. Challenges in Talent management • Plateaued Careers • Glass ceilings • Retirement/ Transition Planning • Outplacement Programmes