Talent Mgmnt 135

8/7/2019 Talent Mgmnt 135

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MANAGEMENT DEVELOPMENT

TALENT

MANAGEMENT


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What is Talent Management? It is a process of managing aptitude, abilities

& skills of a person or an employee for his

personal as well as organizational

development. The word managing means identifying the

competencies required and present; doing

Gap analysis & finding training needs, &

sketching overall career path for theemployee.

It also means developing certain skills in an

employee & sketching his career path.


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Talent Management

also means.Creating OrganizationalExcellence by Identifying,Developing, and PositioningYour Best People


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Talent

Management

Results into.

1. A performance-oriented culture.

2. Low turnover (especially inpremium employee groups).

3. High levels of employee

satisfaction.4. A cadre of qualified replacements.

5. Effective investment in employeecompensation and development.


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Career Planning Devising an organizational

system of career movementand growth opportunities from

the point of entry of anindividual in employment tothe point of his retirement

A management technique formapping out the entire careerof young employees in higherskilled, supervisory and

managerial positions.


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Career Planning Process& Activities

1. Preparation of Personnel Inventory of

the Organization.

2. Building career paths or ladders for

various categories of employees

3. Locating or identifying employees with

necessary potential for career

planning:4. Formulation and Implementation of

Training and Development Plans and

Programmes


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Process Contd

5. Maintaining agebalance while

taking employeesup the career path.

6. Review of career

development Plans

in action.


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Five types of TalentAnchors

1. Managerial Competence: capacity to takeresponsibility, ability to influence & takecontrol & skills in problem solving.

2. Technical-Functional competence:functional work, remain experts rather thanbecome managers.

3. Search for security: more attached to

organization or a location than a work.4. Desire for creating and developing

something new

5. Freedom of Independence.


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Career DevelopmentalCycle

Exploratory

Stage

Establishment

Stage

Maintenance

Stage

Stage of Decline


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Talent Identification

Most important aspect of

Talent Management is

identifying talent in an

employee or anindividual.

This is the first and themost crucial step in the

entire process.


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Talent IdentificationTools

Simulation: employees are exposed tohypothetically real life situations. This testreveals abilities of persons with high

predictive validity since they perform on jobtasks. Eg. In-basket exercises & role play.

Job-Knowledge Tests: measures the levelof knowledge a person possesses in the

given area/field. These are based upon jobanalysis reports.

Personality Tests: this is used to identify thepersonality characteristics. Generalbehaviour & overall attitude.


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Tools contd Skill Inventory Tests: to understand the

areas of interest of a person, this method isused.

Cognitive Aptitude Tests: these are used to

determine reasoning abilities, memory andnumerical n linguistic competencies.

Eg. Employment & competitive tests whichare conducted during recruitment.

Psychomotor abilities tests: these areused to measure dexterity & coordinationabilities. Depending upon the jobrequirement, the tests are designed.


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CompetencyPart of

Talent Management Competencies are defined as knowledge,

skills, attributes, and behavioral traits

required for individual and organizationalsuccess.

Competencies can relate directly to an

individuals success in a particular job family

that involves demonstrating knowledge in atechnical, professional, occupational,

vocational, or process area.


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Competency Model

CORE COMPETENCIES MODEL.

JOB FAMILY SPECIFIC COMPETENCY

MODELS.

CLERICAL/SUPPORT/STAFF/PARAPROFESSIONAL COMPETENCY MODEL.

RESEARCH/TECHNICAL

COMPETENCY MODEL

ADMINISTRATIVE/PROFESSIONALCOMPETENCY MODEL

SUPERVISORY COMPETENCY MODEL


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Why Talent

Management ?? Identify, select, and cultivate

"Superkeepers"the employees your

organization can notafford to lose. Locate and develop highly qualified

backups for key positions, which are

critical to organizational continuity. Allocate resources to employees based on

actual and/or potential contribution to

organizational excellence.


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Tips For Better Talent

Management Effective talent

management starts at thetop.

Strategic talentmanagement will impactprofits.

Retention of top talent canboost cost savings.

Understanding the needsof your talent pool is keyto retention.


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Thank You !!!

Talent Mgmnt 135

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