Talent management involves recruiting, retaining, and developing employees through integrated HR processes like succession planning, training, and career development. The goal is to create a high-performance organization. An important part of talent management is building a supportive organizational culture. A strong culture can attract and retain talent by creating an enticing environment that reflects the entity's values and unites members towards common goals. To build culture, leaders should clearly communicate expectations, serve as role models, foster informal interactions, invest in cultural initiatives, and regularly gather feedback.

1. What is Talent
Management and
How to Build
Culture in Entity
By: Assumpta Hangganararas
Talent Management Trainer for Expansions
in AIESEC Indonesia

2. Objectives.
• K n o w i n g t h e d e f i n i t i o n o f Ta l e n t
Management
• Knowing how Talent Management works
• Knowing how to build culture in entity

3. First thing first,
what is Talent Management?

4. “...companies define talent
management largely as consisting
of succession planning, high
potential identification and
development, assessment and
feedback, and career planning/
development.”
- Harvard Business Review

5. "It’s about everybody. It's about
pushing everybody to be the best
that they can be, because if
everybody becomes that 5%
better at what they do, then the
business as a whole gets a real
competitive edge.”
- Cranfield University

6. Talent Management is a set of integrated
organizational HR processes designed to
attract, develop, motivate, and retain
productive, engaged employees. The goal
of talent management is to create a high-
performance, sustainable organization
that meets its strategic and operational
goals and objectives.
- Johns Hopkins University

7. So, Talent Management
department in an entity is
responsible for:
recruit, retain, and develop
its precious member

8. TALENT
MANAGEMENT
PROCESS

9. Recruit
- Talent Planning
- Recruitment
- Induction
- Career Planning
- Allocation

10. Retain
- Talent Tracking
- Reward and Recognition

11. Develop
- Education and Training
- Performance Management

12. ALL IS PACKED IN:
TALENT
PROCESS

13. Talent
Planning
Recruitment Induction
Career
Planning
Talent
Allocation
Education
and Training
Talent
Tracking
Performance
Managemen
t
Rewards and
Recognition

14. But,
doing the process alone is
not enough.

15. Talent Management needs
to build and foster
a culture in entity.

16. Aw yes,
what is culture and why it’s
essential for my entity?

17. Culture is the shared
values and practices of
the entity's members.

18. THE IMPORTANCE OF CULTURE
1. Culture as an attraction for talent
2. Culture retains the talent
3. Culture reflects entity’s personality
4. Culture creates & builds passion
5. Culture unites members

19. 1. Culture as an attraction for talent
If the entity builds culture that is strong
and well-known in university, as long as
the entity develops the enticing and
enjoyable place for the members, then
you can attract serious talent looking to
join in the entity

20. 2. Culture retains the talent
Once you’ve recruited talent that fits in
our culture, then they likely stay longer in
the entity. Having a good place and
atmosphere for members to do their
performance boosts talent retention in
the entity.

21. 3. Culture reflects entity’s personality
If the entity have developed a strong
culture, you will know that other leaders
within the entity will better understand
how to make a decision based on how it
fits within the culture we created.

22. 4. Culture creates and builds passion
If members are believe in the culture of
the entity, then they will be passionate
about what we have created, and how
they fit in with helping the entity grow
further.

23. 5. Culture unites members
With the right culture, members will fill
united in a cause: to grow the entity.
This will lead to a better teamwork and
stronger members initiatives.

24. How to build
entity’s culture?

25. 1.
Set clear expectations
and write culture plans

26. Creating a simple and easy-to-articulate
vision for what you are trying to
accomplish and what sorts of behaviors,
attitudes, and approaches are (and are
not) valued by the entity. Writing a culture
plan can help clarify to members the key
organizational values that the founder
aspires to.

27. For example:
I want to build a competitive and learning culture in
my entity.
Why?
After doing mini research and analyze the traits of my
member, they are craving for achievements and
personal development. Competitive atmosphere is
essential for my achiever member. I’ll have many
competitions and recognition for them. And to grow
their personal development, I’ll have education days
and online education library so they can learn and
access it everytime they want.

28. 2.
Be consistent in actions

29. A great culture begins with the leaders (EB,
MB, OCP) who proactively setting the tone
and give the example for its members. This
actions help showcases the culture.
Team members will likely notice if you do not
“walk the talk,” so it can be helpful to think
of yourself and your leadership team as role
models for the culture. If you consistently
present it in the right way, others will follow.

30. 3.
Foster frequent informal
interactions

31. Promoting another way of communicating with
your members in informal way. For example: in
every week you and your team have a bonding
time with karaoke or eat together in fancy resto
and talk about everything (not just AIESEC thing).
These informal interactions not only broke down
perceived hierarchical walls, but also gave you
direct engagement with members.
Basic human friendship is a more powerful
motivator than a top-down command.

32. 4.
Do invest and innovate
in maintaining entity’s
culture

33. Do invest in physical resources like IT
(online learning source, education
library, etc) or good office arrangement
and design, it is critical to invest in
developing and enhancing your culture
over time.

34. 5.
Feedback time

35. You have to focus on things that you can
measure. Measure the effectiveness of your
culture by doing feedback time regularly.
For example:
Create a feedback mechanisms when in
every week, leaders spend their time to have
1 on 1 (one on one) talk with member;
putting feedback boxes around the office;
have informal chat with teammates;
online survey; etc.

36. 6.
That’s it. Just do it!

37. Resource:
Anay, Panos. “4 Easy Ways to Create a Workplace Culture That
Doesn’t Suck” in fastcompany.com, last accessed 19 December
2015
Cohn, Chuck. “How to Create and Maintain a Workplace Culture
That Will Make Your Company Thrive” in forbes.com, last
accessed 19 December 2015
University, Johns Hopkins. “What is Talent Management?”, in
tmod.jhu.edu, last accessed 18 December 2015