BUILDING BLOCK OF TALENT MANEGEMENT

Competencies Performance Management Evaluating Employee Potential Recruiting Super keeper

BUILDING BLOCK OF TALENT MANAGEMENT

CORE COMPETENCY A competency is a reliably measurable, relatively enduring (Stable) characteristic of a person, that predicts the criterion level of performance.

IMPORTANCE
Workforce demographics (current and future) Identifying economic issues impacting organizational sustainability Identifying organizational and cultural issues impacting talent acquisition Industry trends and emerging issues

LIST OF COMPETENCIES
Action Orientation Communication Creativity Critical Judgment Customer Orientation Interpersonal Skill Leadership Teamwork

Importance Of Competencies
Ownership and involvement Business objectives permeate every aspect of the system Acclimate new employees Developmental opportunities Training opportunities Appropriate rewards and recognition Help employees to advance Create a workplace that has meaning and purpose

TYPES OF COMPETENCIES
Threshold Competencies- Required for minimally acceptable Performance Differentiating Competencies That predict superior performance

COMPETENCY MODEL
Self Awareness Social Awareness Self Management Relationship Management

IDEA Value Cycle

I INVEST IN YOURSELF D DIFFERENT THINKING E EMOTIONAL COMMITMENT A ACTION

Five Links In IDEA Talent Chain

ANTICIPATION ARTICULATATION ACCEPTANCE ACTION LEVARAGE

ABC OF Competencies
ACQUIRE BRANDING COST OPTIMISATION

STEPS IN DEVELOPING A VALID COMPETENCY MODEL Define performance Criterion Analyze Criterion Sample Collect Data Develop competency Model Validate Competency Model Application Evaluation

TALENT RETENTION
FACTS by ERNTS & YOUNG

Over 50% of the people recruited into an organization leave within 2 years. 1 in 4 people recruited leave within 6 months. Nearly 70% of organizations report that staff turnover has a negative impact. Nearly 70% of organizations report having difficulties in replacing staff. Approximately 50% of organizations experience regular problems with employee retention.

TALENT RETENTION TOOLS

Career development opportunity Sense of accomplishment Job security Confidence in future Good compensation Recognition Fairly evaluating job performance