Growing Tomorrows South African Talent Terry Meyer.
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Transcript of Growing Tomorrows South African Talent Terry Meyer.
![Page 1: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/1.jpg)
Growing Growing TomorrowsTomorrows
South AfricanSouth AfricanTalentTalent
Terry MeyerTerry Meyer
![Page 2: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/2.jpg)
Agenda
•Introduction•Why?•How to be employer of choice•Aligning talent & strategy•Determining future success criteria•Assessing potential•Ensuring succession•Career development•Growing tomorrows talent•Implementing the system•Conclusion
![Page 3: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/3.jpg)
Introduction
![Page 4: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/4.jpg)
What is Talent Management?
•Attraction•Growth
•Utilization•Retention
![Page 5: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/5.jpg)
Staffing is the new speed limit to growth. It is notthe access to capital or technology that will
constrain the growth of enterprises or the South African economy, but rather the lack of adequate skills
to support organisational growth plans.
(Italia Boninelli, HR Director, Netcare)
![Page 6: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/6.jpg)
In the knowledge based service sector ofthe economy, firms need to pay as much attention to providing a great working
experience for their staff as they do to providing a great service
experience for their clients
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??Why Talent Management??
![Page 8: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/8.jpg)
Costs
Risks
Client Service
Lack of Capacity/Overload
WhyTalent
Management?
![Page 9: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/9.jpg)
??Why do you work???? What do you like/not like??
??How effectively are you utilized??
![Page 10: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/10.jpg)
The chance to realise your personal dreams
A great working experience
Why Should Someone Work for You?
Commitment to a cause
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Talent Management Process
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Talent Management Process
DetermineFuture
Challenges
DetermineSuccessCriteria
AssessCompetence& Potential
Manage Careers
MakeAppointments
ImplementDevelopment
Strategy
ApplyRetentionStrategy
Redeploy IdentifyTalentPools
![Page 13: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/13.jpg)
Talent Management Process
DetermineFuture
Challenges
DetermineSuccessCriteria
AssessCompetence& Potential
IdentifyTalent Pools
MakeAppointments
ImplementDevelopment
Strategy
ApplyRetentionStrategy
Redeploy
ManageCareers
![Page 14: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/14.jpg)
The person who was
able to solveyesterday’s problems
is not necessarily
the right person to solve
tomorrow’sproblems
![Page 15: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/15.jpg)
Financial services advisory firm:
Yesterday
Product sales
Tomorrow:
Financial needs analysis & financial strategy
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What are some of the future challenges facing
your business and what are the implications for talent
management?
![Page 17: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/17.jpg)
IdentifyThe
FutureChallenges
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Talent Management Process
DetermineFuture
Challenges
DetermineSuccessCriteria
AssessCompetence& Potential
IdentifyTalent Pools
MakeAppointments
ImplementDevelopment
Strategy
ApplyRetentionStrategy
Redeploy
ManageCareers
![Page 19: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/19.jpg)
Focus on:
Mission critical / anchor jobs
Key staff
![Page 20: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/20.jpg)
What Are the FutureCriteria
ForSuccess?
CognitiveAbility
EmotionalIntelligence
PersonalEffectiveness
Technical/FunctionalCompetence
LeadershipAbility
BusinessSkills
StrategicFit/Values
Race/Gender
ClientManagement
BusinessDevelopment
Networks
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What Are the FutureCriteria
ForSuccess?
Competencies
Other SuccessCriteria
Derailers
![Page 22: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/22.jpg)
Talent Management Process
DetermineFuture
Challenges
DetermineSuccessCriteria
AssessCompetence& Potential
IdentifyTalent Pools
MakeAppointments
ImplementDevelopment
Strategy
ApplyRetentionStrategy
Redeploy
ManageCareers
![Page 23: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/23.jpg)
WhatIs
TheCurrentReality?
WhereAre the Gaps?
Demographics – •Race•Gender•Age•Qualifications
Skills & Competence
Potential
![Page 24: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/24.jpg)
QualificationQualification
Performance track recordPerformance track record
Supervisor assessmentSupervisor assessment
Functional specialistFunctional specialist
InterviewsInterviews
360 degree feedback360 degree feedback
Psychometric tests – Psychometric tests – cognitive; personality etccognitive; personality etc
Assessment centresAssessment centres
Assessment
![Page 25: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/25.jpg)
Competency Development
NeedProficient Mastery Comments
Technical
Knowledge
Business
Development
Leadership
Client
Relations
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Other
Success
Criteria
Needs
Improvement
Meets
RequirementsOutstanding Comments
Builds
Professional
Network
Promotes
Culture of
Diversity
Shares
Information &
Knowledge
![Page 27: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/27.jpg)
Derailers Problem Seldom
Evident
Never
Evident
Comments
Autocratic
Style
Micro
Management
Racial or
Gender
Discrimination
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Talent Management Process
DetermineFuture
Challenges
DetermineSuccessCriteria
AssessCompetence& Potential
IdentifyTalent Pools
MakeAppointments
ImplementDevelopment
Strategy
ApplyRetentionStrategy
Redeploy
ConductCareer
Discussion
![Page 29: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/29.jpg)
Multiple Talent Pools
Organisation
Talent Pool 1
Talent Pool 2
Talent Pool 3
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%
PERFORMANCE
P O T E N T I A LLo
Hi
Hi
% Stars% Solid Citizen
Dead Wood PerformanceProblems
Performance / Potential Matrix
%
% %%
%
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Replace – ment
5 yrs +
Replace - ment
3 yrs
Replace - ment
1 yr
PotentialCurrent
Incumbent
LocationPosition
Succession Plan
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Talent Management Process
DetermineFuture
Challenges
DetermineSuccessCriteria
AssessCompetence& Potential
IdentifyTalent Pools
MakeAppointments
ImplementDevelopment
Strategy
ApplyRetentionStrategy
Redeploy
ManageCareers
![Page 33: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/33.jpg)
Career Management
Succession
Management
Succession & Career Management
![Page 34: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/34.jpg)
Career management is about enablingpeople to take advantage of
possible opportunities
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Challenges
Capabilities
F l o w
•Anxiety & stress•Position power•Lowering of levels of work•Withholding of information•Task overload
•Frustration & boredom•Anxiety•Empire building•Interference•Time & energy external
Career Flow
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Sp
ecia
list
Man
ag
em
en
t
CareerPathing
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The Career Discussion
• Formal & regular• Review career to date• Discuss personal aspirations – options• Identify success criteria to best position person
to take advantage of options• Review current assessment information – build
personal insight• Commitment to action
– Employee– Organisation
• Set review date
![Page 38: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/38.jpg)
Talent Management Process
DetermineFuture
Challenges
DetermineSuccessCriteria
AssessCompetence& Potential
IdentifyTalent Pools
MakeAppointments
ImplementDevelopment
Strategy
ApplyRetentionStrategy
Redeploy
ManageCareers
![Page 39: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/39.jpg)
AppointingThe
RightPeople
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Principles for Appointments
• Should be incorporated in talent policy• Process must be visibly fair and legitimate• Process should be simple to use – user friendly• Should ensure key talent for mission critical positions• Based on sound assessment against clear success
criteria• Management prerogative with appeal process• Should happen as quickly as possible• Effective feedback to all• Support for individual in new role
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Assessment of competence or potentialis essentially a managerial judgment aboutthe suitability of a person to be effective in
a particular role in an organisation, now or in the future
The level of confidence in that judgment and in the decision to appoint someone to
fill a role is largely dependent on the quality of information available.
AppointingThe
RightPeople
![Page 42: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/42.jpg)
Talent Management Process
DetermineFuture
Challenges
DetermineSuccessCriteria
AssessCompetence& Potential
IdentifyTalent Pools
MakeAppointments
ImplementDevelopment
Strategy
ApplyRetentionStrategy
Redeploy
ManageCareers
![Page 43: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/43.jpg)
Due to:Due to:
Inadequate performanceInadequate performance
Blockage to hi – potentialsBlockage to hi – potentials
Transformation Transformation
Must conform to legislation Must conform to legislation & ethos of fairness& ethos of fairness
Redeployment to more suitable positionRedeployment to more suitable position
PackagePackage
Social plan with counselingSocial plan with counseling
Consulting / coaching role Consulting / coaching role – – internal / externalinternal / external
Redeployment
![Page 44: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/44.jpg)
Talent Management Process
DetermineFuture
Challenges
DetermineSuccessCriteria
AssessCompetence& Potential
IdentifyTalent Pools
MakeAppointments
ImplementDevelopment
Strategy
ApplyRetentionStrategy
Redeploy
ManageCareers
![Page 45: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/45.jpg)
What were the most effective andmemorable learning experiences
in your career & why?
![Page 46: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/46.jpg)
Characteristics of World Class Development
• Based on future challenges• Target both organisational and individual
learning• Learning needs to be institutionalised• Improve current performance and prepare for
future career options• Employee should take considerable
responsibility• Multiple learning interventions
![Page 47: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/47.jpg)
ContinuingEducation
FormalTraining
Coaching &
Mentoring
Reading/InternetSearch
Experiential –Global / SA
ActionLearning
Projects&
Assignments
FutureChallenges
MultipleLearning
Strategies
![Page 48: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/48.jpg)
Talent Management Process
DetermineFuture
Challenges
DetermineSuccessCriteria
AssessCompetence& Potential
IdentifyTalent Pools
MakeAppointments
ImplementDevelopment
Strategy
ApplyRetentionStrategy
Redeploy
ManageCareers
![Page 49: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/49.jpg)
Research - Global Benchmarking Study
Top 5 factors affecting an employee’s decision to stay or leave:– Quality of relationship with supervisor or manager– Ability to balance work & home life– Amount of meaningful work – feeling of making a
difference– Level of co-operation with co-workers– Level of trust in the workplace
(DDI)
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Research - Global Benchmarking Study
The 5 most valued retention interventions are:
• Conducting internal studies (surveys, focus groups) to understand why employees leave/stay
• Improving selection practices• Conducting exit interviews• Improving the openness of communication between
management & employees• Expanding or improving training & development
opportunities(DDI)
![Page 51: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/51.jpg)
Leadership is about the message you send to
constituents aboutwhat you stand for.
Retention-it’s allabout
leadership
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Governance&
Implementation
![Page 53: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/53.jpg)
Governance PanelsGovernance Panels
HC / Talent panel (s)HC / Talent panel (s)
CEO drivenCEO driven
Representative of functions / Representative of functions / business unitsbusiness units
Involve top managementInvolve top management
LegitimateLegitimate
Relationship with equity & Relationship with equity & skills development forumsskills development forums
Clear decision making processesClear decision making processes
HR – high level “secretariat”HR – high level “secretariat”
Governance
ExecutivePanel
OperationsPanel
EngineeringPanel
FinancePanel
•Evaluate HC balance sheet•Manage succession / pipeline•Make appointments•Identify gaps•Career management•Monitor development
![Page 54: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/54.jpg)
•Take responsibility for own career Take responsibility for own career developmentdevelopment•Develop insight into own competenceDevelop insight into own competence
Roles in Talent Management
• Custodian of processCustodian of process– Competency identificationCompetency identification– AssessmentAssessment– Decision makingDecision making– Panels & governancePanels & governance– Ensure transparency Ensure transparency
• Provide HR informationProvide HR information
• Act as advisor / facilitator to allAct as advisor / facilitator to all
• Act as honest brokerAct as honest broker
•OwnershipOwnership•Provide future focusProvide future focus•Manage panelsManage panels•Ensure performance of other playersEnsure performance of other players•Continually monitor performanceContinually monitor performance•Make decisionsMake decisions•Manage politicsManage politics•Role model behavioursRole model behaviours•Provide budgetProvide budget
•Support the systemSupport the system•Evaluate staff objectivelyEvaluate staff objectively•Implement development plansImplement development plans•Model required behaviourModel required behaviour
Exec.
HR
Line Individual
![Page 55: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/55.jpg)
Roles in Talent Management
Role of SDF
•Facilitate future needs analysis•Integrate into skills plan•Quality assure process•Facilitate implementation of learning strategy •Provide coaching and counseling to line & staff
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Wellness
RemunerationTraining
&Development
Recruitment&
Selection
PerformanceManagement
StrategicResourcing
HR Systems Alignment
![Page 57: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/57.jpg)
Policy & System Framework
• Statement of intent• Definitions• Principles of talent management• Elements of the system• Roles and responsibilities• Success factors• Procedures• Supporting documentation
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What are the key success factors for attracting,developing & retaining Talent?
![Page 59: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/59.jpg)
Success Factors
• Future focus – strategy & organisational design
• Process for organisational diagnosis & development
• Process for individual diagnosis & development
• CEO ownership; top management driven
• Living process
![Page 60: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/60.jpg)
Success Factors
• Minimise political agendas• Clarify roles• Transparency in process• Align with other HR systems• Effective information • Context of broader talent management
strategy• Developmental ethos, not punitive
![Page 61: Growing Tomorrows South African Talent Terry Meyer.](https://reader036.fdocuments.net/reader036/viewer/2022081603/56649dd45503460f94accce4/html5/thumbnails/61.jpg)
Ngiyabonga !Ke ya leboha !Ndiyabulela !Thank You !
Dankie !