nuFinal - Razdan

8/7/2019 nuFinal - Razdan

1/45

a t i s T a l e n t ?Identification Of Talent

Developm ent

Utilizing

E n g a g i n g

Managing

Energy ManagementEmployee Attraction

Retenti

onEnergy Management

A t t r a c t i on


2/45

YOUNGYOUNG A one with BurningA one with Burning

Desire to groom.Desire to groom.


3/45

WAYS AND ACTIONS TO UNLEASH POTENTIALWAYS AND ACTIONS TO UNLEASH POTENTIALOF YOUNG TALENT IN JK ORGANIZATIONOF YOUNG TALENT IN JK ORGANIZATION

FOR BUSINESS EXCELLENCEFOR BUSINESS EXCELLENCE

A pathway with pursu its of knowledge and innov


4/45

UDAANUDAAN A thriveA thrive.towards Goal.towards Goal


5/45

FIND THEFIND THETALENTTALENTFROMFROM

ELEVATEELEVATE

TOTO

A I MA I M
http://www.google.co.in/imgres?imgurl=http://i261.photobucket.com/albums/ii76/THG_tribe/arrow-toward-target.jpg&imgrefurl=http://speakfearlessly.net/deliberate-practice-or-why-talent-is-overrated/&usg=__RN0X_ZYB4aiMjkOed_LkXk2HyxE=&h=152&w=150&sz=5&hl=en&start=50&zoom=1&tbnid=i0IeXx-gkjkZhM:&tbnh=96&tbnw=95&prev=/images?q=why+talent&start=40&hl=en&sa=N&gbv=2&tbs=isch:1&itbs=1


6/45

AIMAIM

Developing a broad spectrum of talent so that theavailability of internal talent will not be a constraint tothe organization's UDAAN for Business Excellance.

Utilizing talent for business excellence

Talent retention/Attraction
http://www.google.co.in/imgres?imgurl=http://i261.photobucket.com/albums/ii76/THG_tribe/arrow-toward-target.jpg&imgrefurl=http://speakfearlessly.net/deliberate-practice-or-why-talent-is-overrated/&usg=__RN0X_ZYB4aiMjkOed_LkXk2HyxE=&h=152&w=150&sz=5&hl=en&start=50&zoom=1&tbnid=i0IeXx-gkjkZhM:&tbnh=96&tbnw=95&prev=/images?q=why+talent&start=40&hl=en&sa=N&gbv=2&tbs=isch:1&itbs=1


7/45

INSIGHT OBJECTIVEINSIGHT OBJECTIVEWhat is Talent?

Identification of The Talent

Development

Utilizing the talent

Identify the ways to retain/ attract the best
http://www.google.co.in/imgres?imgurl=http://anniehart.com/wp-content/uploads/2010/12/insight1.jpg&imgrefurl=http://anniehart.com/tag/insight/&usg=__HlX2xRzOBy_3xUxGrslM9Y_hG7o=&h=286&w=400&sz=23&hl=en&start=1&zoom=1&tbnid=OKVkvFUVhJuMlM:&tbnh=89&tbnw=124&prev=/images?q=insight&um=1&hl=en&sa=N&tbs=isch:1&um=1&itbs=1


8/45

TalentTalent

Some Say -

Talent is the persons ability to learn and grow

Talent is unusual ability in some field or activity.


9/45

What we believeWhat we believe....

Talent consists of those individuals who canTalent consists of those individuals who can

make a difference to organizationalmake a difference to organizationalperformance.performance.


10/45

WHY?WHY?Employees are the key to our victorious

business.

Satisfied employees lead to Satisfied customer.

Talented employees make your Job Easier.


11/45

WHY?WHY?

h shows that outstandingers typically deliver four

mes more performance

erage.

g or developing just one outstanding performer has huge impact on overal

ly leverage organization performance i.e. shifts the whole curve to the rig


12/45

WHAT TALENT DO WE NEED ?WHERE IS TALENT ?

!!!!!!!!CONFUSED WHICH TALENT WHERE


13/45

Basic skills for excellenceBasic skills for excellence


14/45

Now how to unleash talentNow how to unleash talent????????


15/45

Improving Results through your people

Generalized ViewGeneralized View

,Thought Confusion Business Excellenc


16/45

AA

Our StrategyOur StrategyAA

DD


17/45

Company Planning & strategy

Create a clear line of sight for the talent and thebusiness strategies.

Be clear about your objectives from the talent.

Identify future and current workforce.

AAA l i g nA l i g n


18/45

Get a fact based understanding of the talent.

Identify critical workforce segments.

Identify the extent of staff contribution to thecore business.

Develop planning to address any workforce

gaps.Assess influences of generational differences.

AAA n a l y z eA n a l y z e


19/45

Differentiate between the talents.

Semi Finished Talents and finished talents.

Develop Semi finished to finished.

Choose the mix of talent and work solutions thatwill drive towards competitive advantage.

Develop talent roadmaps: select solutions toimplement in line with business priorities.

D I F F E R E N I A T ED I F F E R E N I A T E

DD


20/45

NOW WE WILL HAVE TWO KIND OFNOW WE WILL HAVE TWO KIND OFWORK FORCEWORK FORCE


21/45

&NURTURE DEVELOPMENT&NURTURE DEVELOPMENT

Genuine beginnings begin within us, evenGenuine beginnings begin within us, even

when they are brought to our attention bywhen they are brought to our attention by

external opportunities.external opportunities.

William BridgesWilliam Bridges


22/45

&NURTURE DEVELOPMENT&NURTURE DEVELOPMENTCreate an organization climate that supports talent

development.

Make sure talent feels valued by the company.

Enable talent to develop using medium which best fitstheir needs and circumstances.

Setup development experiences by talent throughshadowing and interim roles.

WHAT WE DO ??


23/45

WHAT WE DO..??


24/45

Weekly leadership ForumWeekly leadership Forum A opportunity to every individual to present him self in

front of members of J K family. It helps in enhancing theirself developments.
http://www.google.co.in/imgres?imgurl=http://www.bized.co.uk/images/presentation2.jpg&imgrefurl=http://www.bized.co.uk/educators/16-19/business/hrm/lesson/recruit1.htm&usg=__YkVdS-WKRlQO0g71hL9nT8NWXRE=&h=301&w=450&sz=88&hl=en&start=8&zoom=1&tbnid=K8sTNqQW8zFu2M:&tbnh=85&tbnw=127&prev=/images?q=presentation&hl=en&gbv=2&tbs=isch:1&itbs=1


25/45

Multi skillingMulti skilling

A step from management to encourage the individual toacquire knowledge from relevant field of interestthrough a procedure known as Job Rotation

A procedure in which individual are set free to workunder the other department of interest and ends upwith satisfying their queries.


26/45

&Training Seminars&Training Seminars A opportunity for individual to attend specialized sessions

for increasing the in depth knowledge and acquire themodernized concepts for better utilization and innovationfor business excellence.

Premier organizations which provide their supportivehands to enhance are:

1. NCCBM

2. CII

3. RTC

4. FICCI


27/45

Night OfficersNight Officers A unique concept from innovative vision of management to

enhance the individual growth of a person.

A opportunity for an individual to be present at Night

Hours handling the complete operation of the organizationenabling him to attend the excellence in terms of:

1. Leadership quality

2. Decision making 3. Self confidence

4. Innovative creations

5. Inter personal skills


28/45

CSR ActivitiesCSR Activities As a part of the community, to acknowledge your part our

organization has started innovative activity.

Contribution towards Social CauseContribution towards Social Cause

The amount collected is distributed altogether forthe following fronts:

Manthan A society for disabled girls

Vridha Ashram A home for Old age people.


29/45

& CULTURE

S HO RT TE RM OBJECTIVES LO NG TE RM O BJ ECT IV E

DESIRED STAFF PROFILE

DEVELOPMENT PLANS ACTUAL STAFF PROFILE

The Manager or a Juggler

BUSINES

S

STRATEG

Y

SUCCESSION&

TALENT

MANAGEMENTSTRATEGY


30/45

Hold regular talent panel reviews to monitor and report onprogress of any identified talent.

Identify and address gaps in potential successors.

Ensure performance management becomes a genuineperformance development and coaching opportunity.

Recognize and reward talent for outstanding performance.

Assign a mentor/ coach for each high talent role holder.

Build relationships with business schools and colleges.

/Managing Evaluating Talent


31/45

Review progress against success factors agreed at design

stage.

Check retention levels and monitor absence levels regularly.

Review how do participants feel about the process and usefeedback to improve.

What is working well and needs to improve.

Establish and review benchmark performance against other

competitive organization in terms of employer of choice.

/Evaluating Talent Evaluating


32/45

Talent looses its strength after some time.

Is not able to perform to its potential.

The basic factor that governs it, is the psychology and

that is governed by a term called EMPLOYEEENGAGEMENT!!!!!

Energy, not time, is thefundamental currency of high

performance


33/45

SPRITUAL

Furnished outcomeFurnished outcome


34/45

OutcomesOutcomes

Innovative measures to nurture the business excellencecomes into action.

Creates a professionally managed organization with thesystems to ensure that it will have effective leaders for

the future ventures

In builds internal staff for the emerging organizationaldemands

Meets the competitive market with Revenue generation,customer satisfaction, quality, productivity, cost, cycletime, and market capitalization


35/45

OutcomesOutcomes

Our Achievements:

Commissioning and Early capacity utilization of KalolUnit.

Innovative measures to Environmental regeneration like :Rain Water Harvesting bought into implementation

Increased consumption of Fly ash up to 35 %.

Initiated use of other industrial waste materials.


36/45

OutcomesOutcomes

Our Achievements:

Implementations of various energy saving activities.

Increased participation in CSR activities.

Energized work force well focused to excel performance

Up gradation in every step to enhance work lifebalance.


37/45

/Talent Retention Attractio/Talent Retention Attractio


38/45

Recognize that you need to think about functionalspecialism.

Evaluate your organization through staff surveys and

use the staff to actively improve areas of weakness

Review the impact on the organization to retain thetalent

One of the most successful organization for talentOne of the most successful organization for talent

retention is Proctal & Gambleretention is Proctal & Gamble

/Talent Retention Attraction/Talent Retention Attraction


39/45

a enta ent /Retention Attraction/Retention AttractionEven if you are not currently recruiting you need to be

future proof.

Create and promote a culture and organization which

external talent aspire.

Actively promote your positive culture in the market e.g.through social networking.
http://www.google.co.in/imgres?imgurl=http://www.changeboard.com/_assets/images/cache/content/imagemain/Digby-Morgan-template(2).jpg&imgrefurl=http://www.changeboard.com/content/3594/leadership-and-management/recruitment/digby-morgan-market-update-talent-attraction-strategies/&usg=__iOv3RUuqrRbCOzOR8i_eUH2ithU=&h=233&w=200&sz=19&hl=en&start=38&zoom=1&tbnid=hEf12mgdgf2ZfM:&tbnh=109&tbnw=94&prev=/images?q=why+talent&start=20&hl=en&sa=N&gbv=2&tbs=isch:1&itbs=1


40/45

WHAT WE DO..??


41/45

FROM AAD ANALYSIS WE HAVE ANFROM AAD ANALYSIS WE HAVE ANINTEGRATED POLICYINTEGRATED POLICY

TalentManagement

RewardsManagement

Recruitment &Selection

CareerManagement

SuccessionPlanning

BUSINE

SS

STR

ATEGY

BUSINESS

RES

ULTS

Training&Development

PerformanceManagement

Senior

ManagementDevelopment

SuccessionPlanning

AAD A l i ld l d t d


42/45

Measurability Accountability

:AAD Analysis would leads towards

Results.1 Talent Driven culture.2 Accelerated Development.3 Vision for future advancement


43/45

Ideas for ExcellenceIdeas for Excellence

Create a Youth Committee.

Enhance the Work Life balance.

Attract the new members with better facilities.

Analyze the Exit interviews and review on the ongoingwork system.

Review the ongoing appraisal system for bettertransparency.

Long term incentive programs


44/45

,If you want one year of prosperity,If you want one year of prosperity

.grow seeds.grow seeds

,If you want ten years of prosperity,

If you want ten years of prosperity.grow trees.grow trees

If you want one hundred years ofIf you want one hundred years of

, .prosperity grow people, .prosperity grow people


45/45

THE POOL OF TALENTTHE POOL OF TALENT

LEADS TOLEADS TO

BUSINESSBUSINESSEXCELLENCEEXCELLENCE

MembersMembers

1.1.Abhisar JainAbhisar Jain

2.2.Arvind RazdanArvind Razdan

3.3.B S RawatB S Rawat

4.4.Sunil SharmaSunil Sharma

nuFinal - Razdan

Documents

Transcript of nuFinal - Razdan